Filling key positions is one of the most important business decisions a company can make. What matters most is not just professional qualifications, but the person behind the resume: leadership skills, motivation, values, cultural fit, and the ability to drive the company’s long-term growth.
For more than 25 years, I have been assisting companies in the search for and selection of executive leaders. That is why, at the start of every engagement, I make it a priority to gain a deep understanding of the company, its culture, its strategic goals, and the specific circumstances surrounding the position to be filled.
Based on this, we develop a detailed job description and analyze the relevant candidate market. Systematic direct search and the personal, confidential outreach to suitable executives form the core of our executive search process.
In addition to external candidates, internal high-potential employees or individuals already identified by the company can, of course, also be included in the selection process. The goal is to make a well-informed and sustainable hiring decision—for both the company and the leader.
BOARD CONNECT manages executive search assignments in Austria, Germany, and internationally, combining local market knowledge with the network and expertise of the entire BOARD CONNECT Group.
When it comes to staffing and developing leadership teams, the question is not only who is qualified in terms of expertise, but also which leaders are best suited to meet a company’s future needs.
As part of our management assessment services, we assist companies in conducting structured and independent evaluations of internal and external executives. We combine competency-based interviews and, depending on the specific needs, diagnostic tools with our many years of experience in executive search and management diagnostics.
The focus is on personality, leadership skills, motivation, development potential, and the fit with the position, the company, and strategic objectives. An external perspective offers particular added value here: Through our ongoing work in the executive recruitment market, we can not only evaluate individual profiles in isolation but also place them within a relevant market and competitive context.
Management assessments can be part of an executive search process or used independently—for example, to assess candidates who have already been identified, to evaluate leadership teams, or as part of succession planning.
Succession decisions for key positions are among the most sensitive and long-term strategic personnel decisions a company makes. Often, the question is not only who should take over a role in the future, but also what skills and leadership qualities the company needs for its next phase of development.
We assist companies, owners, and decision-making bodies in addressing succession planning issues early on and in a structured manner. Together, we examine potential internal options, the relevant external market, and the requirements for a future leadership profile.
This may involve succession planning for executive and board positions as well as other critical leadership and key roles within the company. High-potential internal candidates can be evaluated and compared with external market options before a decision is made on the next steps.
The goal is to provide clarity regarding realistic succession options and to develop a sound basis for decision-making—regardless of whether this leads to an internal succession plan or an external search.
Filling positions and developing management, executive, and supervisory boards are among the most challenging personnel and organizational decisions a company faces.
Through BOARD CONNECT, we assist owners, supervisory boards, and companies with specific issues related to the appointment, composition, and development of their executive and supervisory boards. In doing so, we combine our many years of experience in executive search and management assessment with the comprehensive board advisory expertise available within BOARD CONNECT.
Depending on the specific issue at hand, our support ranges from staffing and evaluating board functions to succession planning and leadership structures, as well as broader board advisory topics. For specific tasks, we assemble the appropriate consulting expertise within BOARD CONNECT.
If you have an important interview or hearing for a leadership position coming up, I offer targeted and personalized preparation tailored to your specific selection process.
Drawing on more than 25 years of executive search experience, I consider not only your professional background and the upcoming interview, but also the position, the company, the relevant decision-making environment, and—as far as is reasonably possible—the stakeholders involved.
The central question is: What would I tell my client about you after this interview?
The goal is not a rehearsed presentation, but a clear, credible, and confident conversation in which your true strengths shine through.
Drawing on my many years of experience in executive search, I support my clients with passion, confidentiality, and the utmost professionalism in filling executive positions. I work across industries and functions, with a particular focus on Austria, Central Europe, and Eastern Europe.
For me, the focus is on understanding the company’s culture, its future strategic direction, and the specific market conditions. A holistic view of the initial situation, a thorough briefing, and the involvement of all relevant decision-makers form the foundation for a successful executive search.
Executive search is a matter of trust. My work combines market knowledge, experience, and tact with transparency and reliability—both toward my clients and toward candidates. Discretion, neutrality, and a collaborative approach are second nature to me.
Successful recruitment follows a clear process, which I tailor to each specific search:
Joint clarification of responsibilities, requirements, and context.
Targeted identification of relevant industries, companies, and candidate profiles.
Confidential outreach and in-depth interviews to assess suitability and motivation.
Presentation of the most qualified candidates and facilitation of client interviews.
Guidance through contract finalization, onboarding, and long-term integration.
Diversity and inclusion at the team and leadership levels begin with finding the right people. This topic is a key priority for me, and I actively address and promote it in my consulting processes.
I place particular emphasis on empowering women in leadership roles. This commitment is also integrated into my consulting and selection processes—with the goal of fostering diverse perspectives and bringing out the unique essence of each individual’s personality.
