Three search methods, one goal: the right appointment for your company
Every mandate is different. That is why, as a recruitment consultancy , we do not rely on a single method but on three precise instruments — executive search, advertised search and aptitude diagnostics — matched exactly to your position, industry and market situation.
Executive Search, Advertised Search & Aptitude Diagnostics
Three specialised methods — individually or combined — for filling executive and specialist positions in automotive, chemicals and mechanical engineering.
Executive Search & Direct Approach
Active, discreet identification and personal approach of executives and specialists in the hidden job market. The method of choice for positions that cannot be filled through job advertisements — from managing director to REACH expert.
Used for: Executives, C-level, highly specialised positions, confidential mandates, succession planning.
More on direct approach →Advertised Search
Targeted job advertisements on industry-specific channels, complemented by active sourcing and qualified pre-selection. Also available as a combined search alongside direct approach for maximum reach — or as a confidential advertised search under our own company name.
Used for: Specialists and skilled professionals with higher market availability, combined search, confidential advertisements.
More on advertised search →Aptitude Diagnostics & Potential Analysis
Scientifically validated personality diagnostics (NEO-PI-R, BIP) and structured interviews to DIN 33430. An integral part of every mandate — not an add-on module. Also available as a standalone service for internal potential analyses and succession planning.
Used for: Every mandate (integrated), internal potential analysis, management audit, succession planning.
More on diagnostics →Which method suits your position?
The choice of search method determines speed, candidate quality and placement success. Here is the decision matrix.
| Criterion | Executive Search | Advertised Search | Combined Search |
|---|---|---|---|
| Hierarchy | MD, C-level, division management | Specialists, skilled professionals | Department heads, senior specialists |
| Market situation | Hidden market, scarce profiles | Open market, higher availability | Mixed availability |
| Discretion | ✓ Maximum | Optional (confidential advertisement) | ✓ High |
| Shortlist | 4–6 weeks | 3–5 weeks | 4–6 weeks |
| Diagnostics | ✓ Included | ✓ Included | ✓ Included |
| Guarantee | 6 months | 6 months | 6 months |
Our consulting process in 5 steps
Whatever search method is chosen, every mandate follows a structured process — transparent, traceable and geared to quality.
Personal meeting. Analysis of the position, corporate culture and requirement profile. Definition of the optimal search method.
Direct approach, advertisement or a combination — depending on the method. Target company mapping, active sourcing, qualified pre-selection.
In-depth interviews, NEO-PI-R, BIP and DIN 33430. Assessment of competence, personality and cultural fit.
3–5 hand-picked candidates with profile dossiers. Support during selection interviews and contract negotiation.
Onboarding support. Free replacement search if the candidate leaves within the first 6 months.
Jan Bohlken — personally involved in every mandate
Jan Bohlken
For more than 25 years I have personally led mandates in automotive, chemicals and mechanical engineering — from requirements analysis and direct approach through to diagnostic assessment. No junior consultants, no handovers.
The combination of executive search and scientifically grounded aptitude diagnostics to DIN 33430 is rare in the German recruitment landscape — and it is exactly what separates sustainable appointments from fast ones.
“The method is a means to an end. What matters is finding the person who moves your company forward — professionally, personally and culturally.”
Frequently asked questions about our services
For executives, C-level positions and highly specialised roles that cannot be filled through job advertisements. Also for confidential mandates, where discretion is decisive.
For specialist and skilled professional positions with higher visibility in the open job market. Also as a complement to direct approach in the combined search for maximum reach.
Structured procedures to DIN 33430 with NEO-PI-R and BIP reveal personality patterns that stay hidden in an interview. That significantly reduces the risk of a mis-hire and creates an objective basis for comparison.
Yes. Aptitude diagnostics is an integral part of every mandate — no chargeable add-on module, no upselling.
Yes. The combined search links direct approach and advertised search for maximum reach. Aptitude diagnostics is integrated into both search variants.
Shortlist in 4–6 weeks. Final appointment after 8–12 weeks. C-level up to 16 weeks. Plus a 6-month placement guarantee with a free replacement search.
Our industry & functional expertise
Which search method suits your mandate?
Talk to your specialised recruitment consultant in Düsseldorf — we will recommend the optimal method for your position, industry and market situation.