executive search for senior leaders

clarify the real mandate

An executive search does not begin with a job description. It begins with the context: the business situation, the real need, what a predecessor's departure or failed integration reveals, the key working relationships, the decision culture and the conditions under which the incoming leader can genuinely perform.

map the search universe

Scyllage identifies the environments, functions, sectors and career paths that are genuinely compatible with the mandate. The search draws on qualified networks, sector sources, targeted direct approaches and, when useful, trusted intermediary contacts. Public advertising is rarely appropriate for mandates of this nature, which require discretion, precise targeting and trust rather than broad exposure.

assess fit in context

Assessment is not limited to experience or seniority. It explores how a candidate decides, prioritises, influences, structures, delegates and operates within a given system. GRI™ contextual behavioural reading may be used to read behaviour in a projected context, without reducing the individual to a profile type.

substantiate key signals

References and validation conversations help clarify past results, patterns of contribution, areas of concern, the conditions for success and the risk of role mismatch. When the context allows, Scyllage speaks with former managers and relevant peers to document achievements, difficulties and behaviour in previous environments.

reduce integration risk

The assignment does not end when the offer is accepted. Scyllage stays closely involved during the critical period between offer acceptance, arrival and the first months in role: expectations, a confidential point of contact for the appointed candidate, critical working relationships, early signs of integration difficulty and the conditions for an effective start. Recruiting well means integrating effectively.