Answers that define your company's future
From CEO succession to high-stakes transformations – these are the questions boards and C-level leaders bring to the table when the future of their business is on the line.
We think, act, and deliver with the clarity required when there is no second chance.
Frequently Asked Questions
When leadership choices go wrong, the cost isn’t just financial — it’s strategic momentum, culture, and trust.
We believe that well-informed leaders make better decisions – faster.
This section answers the most important questions CEOs and boards ask us before we start working together.
Our model and why it’s different
Expert-led, end-to-end.
We’re not structured like headhunters — and that’s by design.
In pivotal leadership moments, you can’t afford a search that’s just a process. You need judgment, precision, and a partner who is accountable for the outcome.
Q:What makes Menity different from traditional executive search firms?
We don’t build databases. We build trust.
You get a search led start-to-finish by a senior partner — no handovers, no outsourcing of judgment. This means one accountable mind from first briefing to final acceptance, ensuring precision, discretion, and results that last.
Performance:
98 % success rate. 100 % retained-only. 82 % repeat business or board referrals.
Q:What’s the difference between your approach and traditional firms?
Scale without focus is noise.
You get a partner who works with fewer clients, goes deeper, moves faster — and delivers hires that stand the test of time.
It’s proximity, selectivity, and strategy — not volume.
Performance:
2× faster shortlists — with the same quality, enabled by technology, senior focus, and regional expertise.
Expertise where leadership shifts matter most.
Industries, roles and reach
We don’t follow sectors. We follow strategic intent.
Whether it’s industrial, tech, finance, or consumer — what matters is the role’s criticality and our ability to act with precision.
Q:What roles and sectors do you specialize in?
We focus on C-suite leadership: CEO, CFO, COO, CHRO, CIO, transformation leaders, and board mandates.
Our expertise spans strategic tech and industrial domains – from digital and telecom to financial services, consumer, and advanced manufacturing.
Performance:
86 % of projects are C-suite or board level. Every search is tailored to context and impact.
Q:Where do you operate?
With hubs in London, Frankfurt, Prague, and Bratislava – plus partnerships in Vienna and Budapest – we operate across borders where leadership decisions shape markets.
Performance:
60 %+ of projects lead to international appointments.
Q:Do you work with listed, scaling, or PE-backed firms?
We operate at the intersection of strategic intent and leadership change – from listed groups to fast-scaling private equity portfolio firms.
Performance:
70 % of clients are publicly listed or PE-owned firms undergoing transformation and growth.
Where clarity meets execution.
Search process and methodology
Process is not just a checklist — it’s a choreography of clarity and trust.
Our approach is tailored to leadership-level decisions. Here's how we work across each step.
Q:What does your executive search process look like?
Every search starts with why, not just what.
We discreetly map the market, assess with depth, and engage with integrity. Explore our process on this page
Performance:
2–4 candidates in 3–5 weeks — with leadership, business, and culture insights.
Q:Why don’t you offer success-fee recruitment?
Because clarity beats volume.
In a retained-only model, we act as strategic partners — not CV vendors.
Performance:
Success-fee often means 3–6× more irrelevant CVs. Our model delivers clarity.
Where principles guide every search.
Values, ethics, and confidentiality
Trust is not declared — it's built in silence.
Discretion, integrity, and alignment with your values are non-negotiable in every search we take on.
Q:How do you handle confidentiality and ethics?
Trust is our foundation. We never represent the same role for multiple clients. Candidates are fully informed and treated with respect at every stage.
Explore our code of ethics on this page
Performance:
92 % of candidates describe the process as purposeful and non-intrusive. We protect the integrity of all sides.
Q:Do you also work with the public sector?
Only when the conditions, values, and governance allow for a professional-level partnership.
Performance:
Strategic impact and agility matter most. Our focus remains on private and institutional clients.
Where partnership begins before the contract.
Collaboration and next steps
Every great hire begins with clarity.
If you're considering working with us — here’s how to begin the conversation.
Q:What is the first step if we want to work with you?
We begin with a meaningful conversation, not a sales pitch. Understanding your context and intent comes before process.
Performance:
In over 90% of cases, clients choose to proceed after our first meeting — not because we convince them, but because they feel understood.
Q:What happens if a placed candidate doesn’t work out?
It’s rare — but we stay close beyond placement. Our approach is built for depth, not speed.
Performance:
Every project comes with our assurance and a committed partnership beyond the handover. Our replacement ratio for C-level roles has been under 1% over the last 18 months.