Direct outreach to senior leadership and specialist talent. Working in B2B industrial sectors since 2012: machinery, construction, trade, logistics, electronics. Since 2022 we also run searches beyond Hungary, mainly across the CEE region and Western Europe. The point 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, drawing on our market knowledge. We clarify this before the outreach starts, not three months later.
Once the market map and the target-company list are signed off, direct outreach begins. By phone and in person, not with templates or AI-generated messages.
After the phone and in-person interviews, you receive a detailed professional report on each presented candidate: background, reasons for moving, motivations, compensation expectations, personality, cultural fit.
Most searches do not fail because there are no candidates — they fail because the brief was not precise, or the external market has moved.
The short list typically comes together in week 3 or 4, with three candidates. Client acceptance rate is 80–90%. This requires quick feedback from the client: within 48 hours after each interview.
The work does not end with the placement. Follow-up during the first months with both candidate and client.
A consultant does not juggle 10–12 other searches in parallel. Dedicated work from day one — the same person walks the client through from clarification to follow-up.
You receive the market map and other market intelligence along with the target-company list, and you keep them.
This is a publicly stated promise. Many assignments reach us after 2–3 previous headhunters tried and delivered no result. We bring results where others did not.
If the hired candidate leaves or does not meet expectations within 12 months, we restart the search at no additional fee. The actual replacement rate has stayed below 5% in recent years.
The total cost of a failed leadership hire is estimated at 1.5–2 times the position's annual base salary. That includes the direct cost of departure and restart, lost revenue, and the organisational damage during succession. For a middle manager on a HUF 20m annual base, that is HUF 30–40m.
The retainer fee is typically 25–33% of the position's annual base salary, split into three phases. Orders of magnitude smaller than the total cost of a failed hire — especially combined with our guarantee and the sub-5% replacement rate of recent years.
60–90 minutes or more about the role and the market situation. No proposal yet, no contract yet. The proposal follows, shaped to the specific situation.