Successful companies are those that know how to attract and retain top talent. At the helm, it is the executives who carry the vision, drive change and unite teams. These leaders are the engines of transformation and innovation, and they are key to long-term success. Finding such profiles requires a demanding, tailored approach. That is the essence of executive search.
Leaders who embody change
Hiring an executive is not just about filling a gap in an organisation chart. It means selecting a personality, a set of skills and a potential that can guide the company through its transformations over time. This may include launching a new activity, expanding internationally, managing a merger, leading a digital transition or reorganising internal structures. These individuals breathe new life into organisations and help them navigate key turning points.
What sets these leaders apart is their resilience, their ability to quickly adapt to new environments, to understand a company’s culture and help it evolve without losing sight of its vision and mission. They define strategy, turn ambitions into concrete actions and inspire teams by demonstrating strong leadership. They know how to build engagement and make decisions, even difficult ones. Their role is to bring meaning to change and translate strategic intent into measurable outcomes.
An executive is also a vital carrier of company culture. Like a conductor, they embody the values of the organisation, transmit them to their teams and lead by example in their daily behaviour. They listen to their teams and ensure that practices and ways of working reflect the desired culture.
How to recruit an Executive
Unlike traditional recruitment, executive search is based on a direct and proactive approach. Executives do not typically respond to job postings. They are already in roles, focused on their current responsibilities. Identifying them, sparking their interest and convincing them requires direct outreach and a straightforward discussion around a meaningful and motivating project.
This approach demands a clear understanding of both the executive profile and the real challenges faced by the company.
Every executive search assignment involves three essential stages. First, listening. This means taking the time to analyse the expectations, goals and constraints of the company. Then comes understanding. This involves grasping the broader context, strategic issues, company culture and values, as well as true business priorities. Finally, solving. This means identifying the leader who can meet the company’s challenges and support its development over time.
The objective is not to recruit quickly, but to recruit accurately. Beyond technical and managerial skills, it is about identifying essential human qualities such as empathy, emotional intelligence, the ability to inspire and to unite. A strong leader is above all someone who earns trust and motivates others to follow their lead.
The French-German dimension
In an international setting, recruiting leaders also requires understanding cultural differences. Between France and Germany, for instance, leadership styles and business expectations differ. Germany often places value on stability, structure and discipline, while France tends to emphasise agility, creativity and the ability to adapt in fast-moving environments.
Leaders who are able to navigate between these cultures bring valuable perspective. Their adaptability and open mindset are key assets when leading cross-border projects or working with multicultural teams. This ability to build cultural bridges is often what makes the difference in an international context.
When urgency requires speed: Interim Management
Sometimes companies cannot afford to wait several months to hire the right executive. This is where interim management comes in. An experienced executive steps in for a temporary assignment, stabilises the situation, initiates the first stages of a strategic project and prepares the ground for a long-term solution.
These missions often come at sensitive times, such as during transformation, crisis or reorganisation. They call for individuals who can quickly assess the situation, make decisions and act fast, all while respecting the company’s culture and values. Interim executives also offer an external perspective and a level of objectivity that can be especially valuable in periods of change.
At GBO Human Resources, we support companies in recruiting executives through customised solutions that take multicultural dimensions into account. With a presence in both France and Germany, we have a deep understanding of each market’s specificities, cultural nuances, management practices and the expectations that come with them. Our method is based on a simple principle. Listen. Understand. Solve.
Every recruitment is unique, and each mission is designed according to the company’s specific situation and the role’s requirements. The objective remains the same. Helping our clients find a leader who will truly contribute to their growth. This work requires a bespoke approach and an open dialogue throughout the entire process.
If you would like to learn more or entrust us with a search assignment, we look forward to your contact.
