01

Executive job search duration: 12 to 24 months alone, 3 to 6 months with a method

Searching alone, a senior professional can easily spend 12 to 24 months between the first conversations and a signed offer. There are fewer roles at the top, many are never advertised, decisions involve boards, investors and search firms, and every step takes longer: more interviews, more stakeholders, longer notice periods.

Our clients typically reach their next offer in 3 to 6 months. Not because the market is kinder to them, but because the search is run as a structured operation rather than a side activity: clear targets, constant volume, systematic follow-up and preparation before every meeting.

02

The hidden job market for executives

At executive level, many roles are filled through networks, referrals and search firms before a job ad is written. Some are created for a person rather than advertised at all: a CEO meets a leader at the right moment and shapes a role around what they can bring. Others are discreet replacements that cannot be made public.

This hidden market rewards leaders who are already in conversation with decision makers when a need appears. Applying to published offers alone means arriving late and competing with everyone else. The strategy is to be known, by the right people, before the role exists.

03

Read the market before it hires

Companies reveal their needs before they post a role. A biotech that closes a Series B will need to scale operations. A CDMO announcing a new plant will need a site leader and a supply chain organisation. An acquisition creates integration roles. A leadership change often triggers a wave of new appointments in the following months. We watch these signals across the web and rank companies by fit and timing:

• Funding rounds and new investors.
• Acquisitions, mergers and carve-outs.
• New plants, market entries and regulatory approvals.
• Leadership moves, hiring surges and published roles one level below yours.

04

Two bases, four levers, twelve weeks

Your own network converts best: warm introductions get far more replies than cold messages. But it is rarely large enough, and almost never when you change sector. So we combine two bases. The first is your network, worked deliberately a few contacts a day. The second is targeted outreach to decision makers you do not know yet, by email, LinkedIn and phone, segment by segment.

Segments are ranked with a simple score: profile fit counts three times, segment size and share of verified emails twice, market urgency once. The best segments go first, the slower ones such as investors and large corporates start early because their cycles are longer. Volume stays constant every week, and every message gets a follow-up three to seven days later.

Illustrative example. For a supply chain director moving from consumer goods to life sciences, a plan might combine around 240 contacts from their own network with 2,400 targeted decision makers across pharma, biotech, CDMOs, medtech, consumer health, animal health, private equity and search firms: about 220 contacts a week for twelve weeks.

05

Story, proof and preparation

Story. A clear pitch that explains why you, why this move, why now. Ideally backed by a personal page or film, so the people you meet have already seen how you think.

Proof. A 360° profile that shows how others rate your leadership, which makes a sector move credible and removes the need to talk yourself up.

Preparation. Research on the company, its signals and its people before every meeting, senior coaching on the questions that matter, and support through negotiation so the offer reflects your level.

06

The same method, delivered by cohort

The same method can be offered to your leaders and talents in transition as an outplacement, newplacement or reverse recruiting programme, with reporting for HR on progress, interviews and offers. It helps people find their next opportunity faster, reduces the human cost of a restructuring, and says a lot about how your company treats its people.

07

Frequently asked questions

Should I start my search before leaving my current role? Usually yes. Searching from a position of strength helps, provided outreach is discreet and sensitive companies are excluded.

How many contacts does an executive search need? It depends on the move, but changing sector usually means reaching hundreds or thousands of the right people, not dozens.

What does it cost to get help? A one-off search plan costs €500, network as a service €500 per month, a three-month spot search €2,500, and the all-inclusive VIP package starts at €7,500.

Want a plan built for your move? Explore our executive search packages.