Leadership decisions affect continuity, ownership confidence, internal stability, and external credibility.
This FAQ explains how we work, what we do differently, and when it makes sense to engage us — before a mandate is signed.
Our model and why it’s different
Senior-led, end-to-end.
Retained search. Senior-partner led.
In critical leadership decisions, you can’t afford a search that’s just a process.
You need judgment, precision, and a partner who is accountable for the outcome.
Q: What makes Menity different from traditional executive search firms?
We work exclusively on retained mandates.
Each search is partner-led end-to-end — from first briefing to final decision.
No handovers. No junior-led delivery. No parallel volume searches.
Shortlists are intentionally selective: fewer candidates, deeper diligence, clearer decisions.
98% completion rate in retained C-level mandates over the past 5 years.
81% of clients engage us again.
Q: How is your approach different from success-fee recruitment?
We do not operate on a success-fee model.
Success-fee recruitment optimises for speed and throughput.
Our retained model optimises for a correct decision on roles that directly affect performance and ownership confidence.
We run fewer searches at a time, go deeper into the leadership context, and stay accountable until the outcome is secured.
Where clarity meets accountability.
Search process
Decision clarity before approaching the market.
Our work is structured around leadership decisions, not recruitment workflows.
Most of the value is created before the market is engaged.
Q: What does your executive search process look like?
Each mandate begins with leadership context — not a job description.
Before we approach the market, we align on:
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success outcomes
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non-negotiables
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where the risk sits
Only then do we approach the market.
Shortlists are intentionally selective. We typically present 2–4 candidates within 3–5 weeks (depending on scope and geography).
Q: Why don’t you offer success-fee recruitment?
Because success-fee rewards filling a role, not protecting the quality of the decision.
In practice, it often produces more CVs and more noise — without improving decision confidence.
Our retained approach keeps focus on a small number of viable leadership options and supports board-level alignment.
Q: When is retained search not the right solution?
Retained search may not be appropriate when:
• the role is mid-management or operational
• speed outweighs long-term decision quality
• the mandate is not clearly defined
• the organization is not ready for senior-level alignment
In such cases, a different recruitment approach may be more suitable.
Where principles guide every search.
Confidentiality and ethics
Confidentiality is a baseline requirement.
Discretion, integrity, and alignment with your values are non-negotiable in every search we take on.
Q: How do you handle confidentiality and ethics?
Confidentiality is non-negotiable.
We operate under NDA and apply strict access controls.
We avoid conflicts of interest within each mandate.
Candidate profiles are shared only with client approval and on a need-to-know basis.
Candidate data is handled strictly and is not reused for unrelated mandates.
Discretion is central to how we operate.
View our code of ethics.
Q: Do you also work with the public sector?
Selectively.
We engage only where governance and decision authority are clearly defined.
Our primary focus remains private and institutional clients where leadership decisions carry measurable consequences.
Expertise where leadership shifts matter most.
Where we work
We focus on roles where leadership decisions directly affect performance, ownership confidence, or operational stability.
We work across industries, but always where leadership decisions have a direct impact on strategy, ownership, continuity, or risk. Sector matters less than context, timing, and the cost of a wrong decision.
Q: What roles and leadership levels do you specialize in?
We focus on senior leadership roles where judgment, credibility, and execution matter most:
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CEO, CFO, COO, CHRO
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General Managers and business unit leaders
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Board and succession mandates
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Transformation-critical leadership roles
The majority of our assignments involve positions with direct influence on strategy, ownership confidence, or organizational stability.
Approximately 86% of our projects are at C-suite or board level, each tailored to its specific context.
Q: Where do you operate geographically?
We operate across CEE, DACH and the UK.
We run cross-border searches regularly, supported by long-term trusted partners across Europe.
Over 60% of our mandates involve cross-border or international leadership placements.
Q: Do you work with listed, scaling, or PE-backed companies?
Yes.
We work with:
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Publicly listed companies
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Private and founder-led businesses
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Private equity–backed portfolios
Around 70% of our clients are publicly listed or PE-owned organizations navigating succession, transformation, or accelerated growth.
Where partnership begins before the contract.
How collaboration typically starts
A senior-level conversation before any engagement.
If you're considering working with us — here’s how to begin the conversation.
Q: What is the first step if we want to work with you?
Every collaboration begins with a senior-level conversation.
We clarify decision authority, scope, and expectations before any formal engagement.
If there is a clear case to proceed, we confirm the retained structure and start.
Q: What happens if a placed candidate doesn’t work out?
Such cases are rare — but we plan for transition and integration risk early.
We stay involved during early integration to ensure alignment and reduce transition risk.
Each mandate includes follow-up discussions focused on expectations, decision dynamics, and stakeholder alignment.
Our approach is designed to minimize replacement scenarios through upfront clarity, not to manage them reactively.
Over the past 3 years, the replacement ratio for retained C-level roles has remained below 1%.