Greensearch boutique office: spacious lounge with a large glass wall and garden view

Two practices, one market lens. B2B industrial executive search and leadership advisory, since 2012.

Greensearch is a B2B industrial executive search firm — machinery, construction, trade, logistics, electronics. We have been working in these sectors since 2012 on a retainer model.

Direct outreach is our primary practice. The headhunter's first task here is to calibrate expectations. Most difficult searches do not fail for lack of candidates — they fail because the brief has drifted away from the market. That is why the consultant on the account spends meaningful time with the client at the start of a search.

We argue for the retainer model because it sets up dedicated work from day one: a consultant cannot run 10–12 parallel searches, and we do not stop until there is a candidate at the end. The market map, target-company list and other market intelligence stay with the partner even after the search closes.

We keep searching until we find them.

We keep searching until we find them. Many assignments reach us after several headhunters have already worked on the search. That is the strongest feedback we get: results come where they did not for others.

Most of our clients have been working with us for 8–10 years in a true partnership. They often come to us with broader organisational, compensation or HR questions: who to keep, who to move, whether their compensation is in line with the market, how to motivate the team, how to prepare for generational handover. These are not headhunter questions — they are leadership decisions that need a conversation with someone who knows the sector, has seen similar situations in similar-sized companies, and is not afraid to give a clear opinion.

Leadership advisory is exactly that. An hour, a specific situation, a clear answer — not a document, not an audit, not a multi-week study. We help when the house is on fire. The advisory work runs on the same multi-year sector knowledge as the search practice.

— Andrea Deák

Elegant conference room with pendant lights — executive search partner meeting

FEATURE / 01

Direct search, retainer model

The point of the process is not CV-pushing but an advisory relationship from day one. The first week is spent with the client, not on outreach — we align on the position, compensation level, company culture and the relevant industry reality based on our market knowledge.

The short list typically comes together in week 3 or 4, with three candidates and an 80–90% acceptance rate. The work does not end with the placement: follow-up on both sides during the first months.

Read the executive search page →

Greensearch boutique meeting space for a leadership advisory conversation

FEATURE / 02

A conversation, not a project

Worth calling when there is a specific leadership dilemma or a sensitive decision — and an outside, industry-based perspective helps. Not a long audit, not multi-month organisational development, not coaching.

The first consultation is a 60-minute conversation, online or in person, scheduled in advance. By the end you know whether a single session is enough or the topic needs deeper support.

Read the leadership advisory page →

FOR CANDIDATES

A partnership, not a CV database

We work with and track professionals across B2B industrial sectors — machinery, construction, trade, logistics, electronics. We do not treat applicants as records in a system.

"We reach out when there is a relevant opportunity."

You get feedback on your CV even if there is no open position for you right now. We help with current career questions through professional consultation, and our monthly newsletter delivers real labour-market content.

Read the candidates page →

Modern lounge meeting space — candidate outreach and consultation

What we see in the market

Data, video, publications and anonymised cases from the B2B industrial sector.

RETENTION

How do we lead the new generations?

This was the topic that drew the most responses, the most honest sentences and the most disagreement this year. Some leaders have run out of patience; others are only now learning that the old playbook does not work anymore. Neither side is wrong without reason.

Retention is no longer purely a salary question. Quick feedback, flexible work design, clear communication and two-way conversations are no longer extras for the new generation; they are baseline expectations. The 'it comes automatically' mindset is fading on both sides, because neither the pay rise nor the loyalty is automatic anymore.

Where it works, there is open communication, mentoring and regular feedback. Where it does not, it is usually patience that is missing, alongside infrequent feedback and uninspiring work. Over the next few years this will decide who keeps their young colleagues and who has to hand them over to someone else.

More detailed insights →

A young team working around a laptop: leading and retaining the new generations

MEDIA

Election candidates seen through a headhunter's lens

Not from a political angle but through an executive search and leadership lens. What leadership type is Viktor Orbán, Péter Magyar or Klára Dobrev? What happens inside an organisation when a leader is over-controlling, acts as a messiah, or fails to recognise in time that change is needed?

FOR CLIENTS

Elgondolkodtató, hogy a mai fiatal generáció már nem fogadja el sem a büntetésre, sem a manipulációra épülő vezetői módszereket, sem az iskolában, sem a munkahelyen.

#vezetés ·

A szabadság tényleg pihenés, vagy csak helyváltoztatás?

#fejvadász ·

A szabadság tényleg pihenés, vagy csak helyváltoztatás?

#fejvadász ·

Those who hire leaders →

FOR CANDIDATES

Néhány hét irodai környezetben elég ahhoz, hogy az ember pontosan felismerje: a „szép szavakkal” megfogalmazott levelek mögött sokszor egészen más üzleti üzenetek állnak.

#karrierút ·

A munkahelyi lojalitás alakulására a videójátékok világa is hatással lehet.

#lojalitás ·

Ma Magyarországon az átlagos álláskeresési idő három-négy hónap,vezetői pozíciók esetén akár még több, de egy sablonos önéletrajzzal vagy a hirdetések passzív böngészésével ez könnyen fél évre is nyúlhat.

#karrier ·

Those looking for a role →

Greenovative

2026 / II.

Thin air at the top. Are we ready to say it?

Leadership burnout in the 2026 economic environment: myths and practical prevention

Download in English · Letöltés magyarul

ABOUT THE ISSUES

Two to three professional pieces a year, around 8–10 pages each. Every issue builds on a specific labour-market or leadership dilemma. Available in English and Hungarian.

Not sales material, and no data entry required to download. They exist to give leaders professional reassurance.

From 2026 onwards: year + Roman numeral format (2026/I., 2026/II.). The earlier sequential numbering is no longer active.

Open the archive →

Others gave up. We did not.

CASE / 01

What happens when the client's decision-maker leaves mid-search?

During a leadership search we were in the shortlist phase when the client-side decision-maker unexpectedly left the company. We did not close the project: we aligned with a new decision-making group, repositioned the role and handled the situation transparently with the candidates. In situations like this it is not only the process management that matters — how the market perceives the partner's stability matters as much.

CASE / 02

When the market thinks worse of a company than reality warrants

During a search project several strong candidates declined the opportunity, citing negative market rumours. Detailed mapping showed that part of it was rooted in real issues, but part was exaggerated or outdated. Honest leadership conversations, clarifying the actual situation and controlled communication into the candidate market followed. Such projects often involve reputation work as much as candidate search.

CASE / 03

When the market salary level and the client's expectation do not meet

During a specialist search it became clear quickly that the partner's compensation package was meaningfully below current market levels. The task was not to 'ask for more money' but to deliver precise market feedback, show real candidate reactions and support the decision: either compensation moves or expectations do. The key to successful projects is often a shared reading of market reality.

More cases in the knowledge base →

Andrea Deák

Founder & Managing Director

I have been working on executive search and leadership advisory mandates in the B2B industrial sector for more than 20 years. Greensearch is built on long-term partnership, discretion and deep industrial market knowledge.

We write on LinkedIn each week about what we see in the market — compensation signals, leadership dilemmas, anonymised cases. Our Greenovative issues are the longer-form version of the same market knowledge. Podcasts and short professional videos are in the works too, often in a more relaxed register, because you can be serious without being solemn.