- Services
Why our services matter
Turnover, disengagement, and mis-hires are costly — not only financially but also in lost trust, stalled projects, and weakened leadership. Standard tools such as employee surveys or personality tests often fail to capture what is really happening beneath the surface.
We bring over 20 years of executive headhunting experience together with the scientific precision of an MSc in Communication, Behaviour & Credibility Analysis. Our services are designed to help organisations see risks earlier, make clearer people decisions, and protect long-term performance. We support clients primarily in the DACH region (Austria, Germany, Switzerland), and across the wider European Economic Area (EEA).
Executive Search — specialised in finance & advisory
When you need more than a CV match.
We focus on senior appointments in the finance and advisory sector — tax advisors, auditors, CFO offices. This is where discretion, credibility, and technical trust are critical.
- Beyond CVs: Our process includes behavioural interviewing and credibility assessment to ensure not just competence, but long-term alignment and stakeholder trust.
- When to use: after a costly mis-hire, when stakeholders disagree on a candidate, or when you need confidence to appoint in sensitive markets.
- Your outcome: shorter time-to-decision, higher acceptance of new hires, and reduced risk of turnover in the first 18 months.
Read in our Case Studies how credibility checks accelerated a CFO appointment
All cases are fully anonymised; client names are never disclosed.
Behavioural & Credibility Consulting — across high-trust industries
When performance looks fine, but something feels off.
We support organisations in finance, legal & professional services, healthcare & life sciences, technology & engineering, and energy & industrial firms. These environments share one thing: success depends on credibility, trust, and retaining scarce expertise.
- Stay & exit interviews: independent, structured conversations that reveal early disengagement or hidden loyalty risks.
- Onboarding audits: ensuring new hires integrate successfully, avoiding quiet turnover in the first 6-12 months.
- Perception checks: clarifying whether leaders are merely “accepted” or truly followed.
When to use:
When KPIs look normal but morale feels brittle, when teams deliver but communication slows, or when leaders sense emotional distance they cannot name.
Your outcome:
Early detection of hidden risks, targeted actions instead of guesswork, and measurable improvement in retention and leadership acceptance.
Behavioural Profiling (science-based, high-stakes roles)
GDPR-compliant and human-led.
What it is
Behavioural profiling gives you a real picture of the person behind the CV. We don't just analyse answers to interview questions — we evaluate how someone acts and reacts across the whole process: their CV, references, interactions, communication style, and how they respond when unexpected issues arise. Everything we do is research-grounded — no bias, no myths. This makes it possible to see how someone will actually fit into a team, handle pressure, and adapt in your workplace. It also helps reveal the real drivers behind behaviour — hidden motivations beyond the reach of KPIs, algorithms, and standard HR methods.
What it covers
- Role & performance fit — can they deliver in your environment?
- Team & culture fit — how they are likely to integrate with colleagues.
- Credibility & trust signals — consistency between what they claim and how they behave.
- Early risk indicators — warning signs of friction or disengagement.
- Strengths & growth levers — how to set them up for long-term success.
What it is not
- Not a personality test.
- Not a standard “behavioural interview.”
- Not surveillance.
When to use
Senior hiring, succession planning, or retention-critical reviews.
Your outcome
A clearer, research-grounded view of who you are really bringing into your organisation — with fewer surprises later.
Retention Audit — detect risks before they surface
Surveys and dashboards show what people say. The Retention Audit reveals what drives credibility, trust, and alignment — the signals that decide whether people stay or leave.
It is human-led, science-grounded, and conducted in the present moment — uncovering disengagement months earlier than standard tools.
How we work (in four steps)
- 1. Scope - define roles/teams, consent, and boundaries.
- 2. Conversations - respectful interviews outside internal power dynamics.
- 3. Signal Map - what's stable, what's shifting, where credibility is at risk.
- 4. Action - clear recommendations: leadership check-ins, growth pathing, or onboarding adjustments.
- Fully aligned with GDPR and ESG requirements — protecting both employee dignity and organisational reputation.
- Information is never reused, recycled, or disclosed.
- Our approach is designed to protect dignity, not police behaviour.
- Reduced turnover and hiring costs.
- Higher confidence in senior appointments.
- Stronger leadership pipelines and healthier organisational culture.
- Services available across the DACH region and all EEA countries.
Let's talk — contact us to discuss your current challenge in confidence.
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