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Executive Search

The competition for world-class professionals is always fierce. At SpenglerFox we tailor our Executive Search activities to our client's specific needs.

What we do

Executive Search

Our unique global network information system

That’s why more and more companies rely on us to find the exceptional people they need. With our unique global network information system, we can track senior executives wherever they are in the world. Our search is shaped and driven by each client’s specific needs.

The SpenglerFox Approach

Productive partnerships with our clients

Our Organisation

Is centred around our clients and our candidates. It is our mission to ensure that every client and candidate experience ends in a high level of satisfaction, no matter how complex their needs may be.

Our Expertise

Is in sourcing the very best talent in and for Emerging markets. We revel in the opportunity to explore and research new markets, assisting organisations to overcome the challenges and finding the talent that will help them to succeed.

We're Specialists

In finding talent for hard to find and mission critical profiles. Our researchers are second to none- and will leave no stone unturned in the search for the most obscure but crucial skills sets to find the perfect candidate.

We're Independent

We are completely independent and wholly owned allowing us to be totally agile. Our clients experience the same degree of service excellence regardless of their location. Our consultants are highly mobile and technologically enabled.

We're Believers

In local knowledge on a global scale. We operate a network of strategic hubs in 18 countries that allows us to cast our net deep into previously unexplored territories whilst retaining a stable base.

We're Ethical

We work hard to ensure that our professional ethics are adhered to at every level of our organisation. We believe that trust is at the heart of any successful engagement.

The SpenglerFox Methodology

Satisfaction of achieving the seemingly impossible

There is nothing we love more at SpenglerFox than the satisfaction of achieving the seemingly impossible, the satisfaction of completely fulfilling a client’s needs by finding the perfect candidate. Whilst we have the agility to move at speed we also have the endurance and determination that ensure constant focus on long term projects. Our in-depth processes allow us to build trust and long lasting relationships with our clients across the world.

The Spenglerfox Methodology

Our methodology has eight detailed and comprehensive phases as outlined below. Each phase is carried out with discretion, sensitivity and using the full resources and market insight at our disposal.

1

Project Ignition

Before engagement we anticipate the potential needs of a client and identify a dedicated project team. This ensures that we can commence our search immediately on assignment confirmation.

Following engagement, search methodologies are identified and a project plan and timescales are agreed with our client. All searches are managed by at least one dedicated researcher and specialist consultant. All searches are supervised by the local Country Manager and regional practice group leader.

2

Search

Our mission is to find talent. Whilst our primary focus is direct search which is carried by our talented team of local and regional researchers we also employ a variety of secondary search methodologies. These include searching our industry leading database, networking in both the physical and virtual environments and news searches to name but a few.

Our philosophy of transparency and sharing information ensures full project visibility across our international practice group network. This gives us access to expatriate, repatriating and international candidates in real time.

3

Screening and Selection

Following the identification of the SpenglerFox long list we initiate short-listing through a detailed and comprehensive short- listing process. This commences with initial telephone interviews which assess a prospective candidate’s suitability for and interest in the position. Once this has been confirmed, candidates carryout in-depth one to one interviews with the project’s lead consultant.

The interview format is a combination of non-directive discussions to assess the candidate’s personality and communication skills, as well as competency based interviews.

Finally, unless otherwise directed by our clients, our preferred candidate undergoes psychological profiling in the form of the Saville Consulting psychometric testing. Following this rigorous assessment we select those candidates that we deem most suitable for the role and the client organisation based on competencies, experience and motivations and present the shortlist of candidates to our clients.

4

Shortlist Presentation

The SpenglerFox shortlist presentation takes the form of a detailed assessment report, which contains information on the candidates personal, behavioural, academic and professional profiles, including a rationale in which we explain why the candidate should be considered for the role. We then review the shortlist with our clients and action any feedback.

5

Client Interview

At SpenglerFox we consider it our duty to manage the shortlist of candidates through the client interview process. This ensures complete discretion and the minimum amount of disruption to our client’s organisations in what is often a sensitive process. Following interviews we will then review & discuss the performance of each candidate with our client.

6

Offers and Acceptance

SpenglerFox provide formal offers & rejections to candidates on behalf of our client. We support our client in the preparation and presentation of the offer to the successful candidate. This is then followed by discussions with both the client and the candidate.

7

Integration

Following acceptance of an offer we work in partnership with our client and candidate to identify integration needs and plan the successful integration of the candidate into their new organisation. We also facilitate on-boarding where required.

8

Review

We are absolutely committed to quality and as such it is imperative that we are able to gauge whether we have successfully met our client’s and candidate’s needs. As such, after every placement we carryout in-depth service reviews with our clients. The feedback is then reviewed by an internal panel of Country Managers and our Managing Director to ensure maximum client satisfaction and promote a culture of continuous improvement.

Who we find

Talented individuals

We find talented individuals for a range of different management levels within organisations, including:

  • Board
  • Regional & Country Board
  • Regional Management
  • Country Management
  • Business Unit Management Specialists
  • Mid Management
Who we find

Skilled professionals

We also specialise in finding highly skilled professionals for a range of positions, including:

  • General Management
  • Sales & Business Development
  • Marketing & PR
  • R&D, Product Development
  • Finance, Tax & Treasury
  • Human Resources & Personnel
  • Engineering, IT, Operations
  • Management & Strategy Consultants
Case Studies

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Get in touch with the key contact for Executive Search in your Country

Jens Friedrich

Chief Executive Officer

Contact

Filip Lerno

Non-Executive Chairman

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Michal Vajskebr

Head of Commercial Excellence & Head of Czech Republic

Contact

Cedric d’Halluin

Head of MEA & Russia

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Dmitry Chebotarevskiy

Head of Technology

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Lukas Nosek

Head of Industrial

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Zsuzanna Zimonyi

Head of Switzerland

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Sebastian Reckers

Head of Germany

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Mary Kramer

Head of Greece

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Peter Szabo

Head of Affiliates & Head of Poland

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