Our local market hosts a variety of HR service providers, each with distinct models and areas of focus. While some differences are clear, misconceptions still persist. To facilitate a better understanding and help in selecting the right service provider, the key distinctions and specific characteristics of Executive Search are outlined below.

1. It’s all recruitment
There is a common misconception that all providers involved in the hiring process simply conduct recruitment, where some of them are focused on higher-level positions. However, this is not the case. Two fundamentally different business models exist, each with distinct approaches and outcomes: contingency recruitment and Executive Search.
Contingency recruitment is a volume-driven business – working with a large number of clients, handling multiple projects simultaneously, building extensive candidate databases, and matching candidates to job requirements based on keywords. Success in this model is based on placements which occur within the sheer volume of activity. As my colleague often says, ‘There is a hope, but hope is not a strategy.’ This is precisely why Executive Search takes the opposite approach. It is based on exclusivity – serving a limited number of clients with a highly tailored, in-depth process. Each search is conducted with precision, ensuring a thorough and strategic approach that delivers predictable and high-quality results. In Executive Search, the result is not a lucky shot, but the outcome of a clear foundation of methodology, invested time, effort, and above all, expertise.

2. Executive Search is only for executives
Shareholders place great importance on leadership roles that oversee entire companies, business units, or geographic regions, making Executive Search the preferred method for senior executive placements. However, this does not mean the methodology is limited to top-tier positions. While it may not be practical to apply such a thorough and time-intensive process for standard operational roles, Executive Search is highly effective for any strategic, critical, or any other hard-to-fill position.

3. Executive Search is expensive
While Executive Search may seem costly upfront, the real question is: what is the cost of the alternative? Given its effectiveness in securing top strategic talent, consider the following:
• What is the financial impact of leaving a strategic role vacant?
• What risks arise when strategic hiring does not meet the highest standards and best practices?
• Can you put a price on your company’s reputation during the hiring process?
• How would a poor leadership choice affect your teams and company culture?
Hiring the right expert is a complex process that involves aligning the expectations of multiple stakeholders, ensuring a positive experience for both candidates and employers, accurately evaluating skills and leadership styles, and securing the right cultural fit – all within a timely and strategic approach.
Every misstep has consequences, whether immediate or long-term. So, is it worth the risk? Or is it better to invest in doing it right from the start – avoiding costly mistakes that come from working with providers who lack the necessary expertise?

Ana Santovac
Partner
Dr. Heimeier Executive Search d.o.o.
Mob.: +381 63 24 66 50
E-Mail: santovac@heimeier-executive.com