FAQ

 

 

Executive Search involves the targeted identification and direct

approach of individuals who are not actively seeking new opportunities.

Unlike traditional recruiting, the process does not rely on incoming applications but on a structured market approach and

a systematic selection process.

 

Wirz & Partners provides access to leadership talent that is not

reachable through traditional channels – and ensures that decisions

are based on a well-founded view of the relevant market. 

The use of executive search is especially valuable for strategically critical roles, succession planning, transformation situations, or confidential searches. A structured market comparison ensures that not only available candidates, but the most suitable individuals are considered.

 

 Wirz & Partners enables objective, well-founded decisions for key leadership positions – particularly where internal or traditional approaches reach their limits. 

 

 

Through our methodology, we guide the entire search process in a structured way, creating clarity at every stage –

from role definition to final decision.

 

Based on a precise understanding of the position, the relevant market is systematically analysed. Candidates are approached in a discreet and tailored manner.

 

In the assessment, we consider not only experience, but also leadership style, values, and overall impact within the specific organisational context.

We create transparency and ensure that the investment in a key leadership appointment delivers sustainable value.

 

Fees typically align with the total compensation of the position and are often in the range of approximately 30–35% of the total compensation package.

In most cases, this applies to roles with a compensation level above CHF 200,000. However, depending on the role and specific situation, an executive search mandate can also be appropriate below this level.

Wirz & Partners safeguards the reputation of all parties through a discreetly managed and carefully controlled process.

 

Candidates are approached in a targeted and context-sensitive manner, and information is shared deliberately and in a structured way. This ensures that the entire search process remains fully confidential for both clients and candidates at all times.

Wirz & Partners ensures that decisions are based not on availability, but on actual suitability.

 

Retained Executive Search aims to systematically tap into the relevant market
and enable a well-informed selection. The focus is on structure, fit, and decision quality.

Contingency Search, on the other hand, is usually success-based and more

geared toward short-term placements, often with a focus on available candidates.

Especially for key positions, a retained approach leads to more sustainable and resilient decisions.

Wirz & Partners fills key leadership positions through a clearly structured and efficient process—without compromising the level of care required.

 

A typical mandate takes around four months. This timeframe ensures sufficient market transparency, a thoughtful approach to candidate engagement, and well-founded decision-making.

 

We ensure that not only competence, but true alignment with the organisation is at the centre of the decision.

 

In addition to professional qualifications, we assess leadership approach, values, motivation, and overall impact within the specific business context. At senior levels, success depends not only on capability, but on how well an individual fits with the organisation, its governing bodies, and its culture.

 

 

A clearly structured methodology and a well-founded decision-making process significantly reduce the risk of mis-hires.

 

In the rare cases where an appointment does not prove to be sustainable, Wirz & Partners provides an appropriate guarantee as part of the mandate.

 

 

 

Key criteria include a structured approach, transparency throughout the process, a systematic overview of the market, and the ability to assess candidates not only on their professional qualifications but also in terms

of fit and impact.
 
Equally crucial is the nature of the collaboration:
 
A professional headhunter guides you through the process, asks the right questions, and establishes a solid foundation for decision-making—
rather than simply providing profiles.

Identification is driven by structured in-house research conducted by a dedicated team of ten, complemented by continuously developed networks and deep market insight.

 

A comprehensive view of the relevant market is essential to enable well-founded comparisons and informed decisions. Candidates are approached in a discreet, tailored, and respectful manner—always in the context of the specific role and situation.

Choosing the right headhunter is crucial to the quality of the hire.

What matters most is not simply industry experience, but rather an understanding of the specific role, the market environment, and the underlying requirements. A suitable partner is characterized by a structured approach, in-depth market knowledge, and the ability to look beyond the obvious candidate pools.

A clearly managed process and a transparent approach lay the foundation for well-informed decisions—regardless of the specific industry.

Every search process shapes how a company is perceived in the market.

 

A large number of professionals come into contact with the organisation over the course of a mandate—regardless of whether they progress in the process. The way these interactions are managed plays a key role in how the company is experienced.

 

Respectful, professional, and consistent communication ensures a positive experience for all involved. This creates a candidate experience that directly contributes to strengthening the employer brand.