2007
FOUNDED
500+
RETAINED MANDATES
4
CEE MARKETS
82%
RETURNING CLIENTS
When clients involve Menity
Leadership changes we advise on
Succession and confidential replacement
When a CEO or C-level leader is leaving, or a replacement must be prepared confidentially.
Growth, transformation and underperformance
When expansion, restructuring or missed targets change what the business needs from its leadership.
Ownership change and post-M&A realignment
When an acquisition or new owner changes reporting lines, responsibilities or the composition of the leadership team.
Regulated and scrutinised appointments
When appointability and timing are shaped by national competent authorities, ECB requirements, the EASA framework or security clearance.
How we support the decision
Search and advisory for senior appointments
Sector context
Partner accountability
The partner in the first conversation remains accountable
Every engagement is led directly by Vladimír Janík or Peter Nemčok, Co-Founders and Managing Partners. The responsible partner remains involved from the first conversation through the final decision.
The responsible partner is supported by Menity’s research and market intelligence team.
Standards and affiliations
Mandate perspectives
Selected executive search mandates
Examples of completed executive search mandates. Client names remain confidential.
Aviation
CTO in an EASA-regulated environment
A European operator needed a CTO acceptable to the competent authority.
Menity screened eligibility upfront: four of five shortlisted candidates already held nominated-person status. The client appointed from the shortlist.
A B2C technology group needed a regional leader to turn customer data into pricing and value propositions across 8 CEE markets.
Three of four assessed candidates were not actively seeking a move. The client appointed a leader Menity identified and approached directly.
Automotive
CEE Operations Director
Following M&A, a manufacturer needed an Operations Director to support expansion across 5 CEE countries.
Menity advised the board to shift the brief from a group-level profile to hands-on production leadership. The client appointed on the revised brief.
CEO Perspective · September 2026
“Which hiring, promotion or exit decision would you approach differently today — and what changed your judgement?”
One question.
One CEO.
One perspective.
Radoslav Kopka
Managing Director, PERI Slovensko
In conversation with Peter Nemčok
Interviews with CEOs and senior executives
Leaders Talk
Menity’s partners interview CEOs and senior executives across CEE about business decisions, managing teams and organisational change.
October 2026
Sandra Balážiková
Head of Human Resources
ING Hubs Slovakia
June 2026
HR Director Commercial &
Enabling Functions, CEE
Molson Coors
May 2026
Peter Vyšný
VP Retail Ops. & eMobility
Managing Director Slovakia
OMV
From the practice
Articles on executive search and leadership
Standards · September 2026 · Vladimír Janík · 4 min read
A practical guide for CEOs, CHROs and boards to comparing advisers, candidate access, assessment and terms.
Standards · August 2026 · Peter Nemčok · 4 min read
How the mandate and its criteria shape who enters the candidate market before a shortlist is presented.
Questions before a senior mandate
Before you start a search
How retained search works, when to use advisory and how fees are agreed.
What makes retained executive search different from contingent recruitment?
Retained executive search is an exclusive, commissioned mandate for a defined senior appointment. The relevant leadership market is mapped and approached directly, with a Menity Managing Partner accountable from mandate definition through the final decision.
When should CEO & Board Advisory come before a search?
When the role, succession options or timing are unresolved, Menity helps boards compare an internal successor, an external appointment and temporary leadership before a search begins.
How are retained executive search fees structured?
For senior mandates across CEE, fees are commonly calculated at approximately one-third of the appointed executive’s annual compensation, with a minimum fee applying. Menity agrees on the final fee and payment schedule before the mandate begins, based on seniority, geographic scope and complexity.