Questions & Answers

FAQ section

In our FAQ section, you will find answers to frequently asked questions – whether you are looking for a new challenge or the right leadership personality for your company. If you need further information or have any questions, please do not hesitate to contact us.

FAQs GENERAL

In the past, the term “headhunter” tended to have negative associations among candidates and inspired little confidence in the integrity of the industry. In recent years, the terms “personnel consultant” or “consultant” have become widespread to describe the profession. In a fiercely contested candidate market, competition for the best candidates is intense and calls for a high degree of stamina and “polite persistence”. We see ourselves as headhunters – “hunters” in the positive sense – and as executive headhunters who fill senior leadership positions in Germany’s TOP family businesses.

Active sourcing refers to a recruitment method in which companies actively search for potential candidates instead of waiting for applications. This typically involves using social and professional networks, online job boards, direct approaches by email or telephone and other methods to identify and recruit suitable leadership personalities. Unlike passive sourcing, where companies merely publish job advertisements, active sourcing can help to reach candidates who are not actively looking for a new position but who nevertheless have the desired profile. This expands the talent pool and increases the chances of hiring highly qualified candidates.

At Headgate, we handle the profile briefing, the initial approach and the complete pre-selection of suitable executives for your vacancy, and prepare candidate reports for you that convey a first impression and form the basis for the next steps. On this basis, we invite suitable candidates to interviews. We support you as a sparring partner throughout the entire search process and continue to accompany you through onboarding after a successful appointment.

Executive search is a term used synonymously with direct search or headhunting for executives or TOP managers in companies. These recruitment methods specialise in finding qualified and experienced leadership personalities for TOP positions such as CEO, CFO, CTO and other senior roles. Executive search firms or headhunting firms conduct discreet searches to find highly qualified candidates with the leadership experience and skills that meet the organisation’s requirements. They use their network to identify potential candidates and employ various methods, including social media platforms, databases, direct approaches and personal recommendations. Executive search is generally more expensive than traditional recruitment methods because of the need for specialist expertise and in-depth industry knowledge. However, the higher costs are outweighed by the high quality of the candidates found and their track record.

Although we generally focus on executives at head of department level and above, for long-standing clients we occasionally also conduct searches at the third management level.

With more than 2,000 successfully completed search projects in the automotive, construction, FMCG & retail, industrial and logistics sectors, we have not only industry know-how but also a combination of expertise and innovative methodology that sets us apart.

FAQs CANDIDATES

  1. Initial conversation: in an initial telephone conversation, we get to know each other and clarify first questions about the vacancy.
  2. Exchange of documents: you send us your complete application documents, including references.
  3. In-depth interview: we assess your personal and professional suitability and present the vacancy to you in detail.
  4. Submission to the client: after a successful interview with your personal consultant, we prepare a candidate report with all the necessary documents and references for our client.
  5. Meeting the client: if you have made a convincing impression, we arrange an initial meeting with our client. The client’s individual selection process then follows.
  6. Support: the Headgate team is at your side throughout the entire selection process and will gladly remain your point of contact beyond it.

After successful first and second interviews with the candidates, we prepare a detailed candidate report and present suitable applicants to the client. The selection process usually consists of two interviews, but this may vary.

We store your application securely in our database for the retention period you define personally. You can reconsider your decisions or withdraw your application at any time. Should your application not be successful, we give you the option of being approached by us about other suitable vacancies.

After you submit your application, we send you a link to consent to the processing and storage of your data in accordance with the GDPR. We store your data in our database for 6 months or for an unlimited period, depending on your personal preference. You can, of course, withdraw your consent at any time by managing this simply and independently in our portal.

Experience shows that moving to a new employer has a positive effect on salary. While a change within your current company often brings a salary increase of only 5-10%, a move to a new company offers the potential for a salary increase of up to 20%. However, the actual increase depends on various factors, such as the industry, your own experience and qualifications, the region, the employer and the position. It is therefore important to research thoroughly and to prepare well for the interview and the negotiation in order to achieve fair remuneration.

Of course. Once you have been through our process, we get to know you, your strengths and your preferences better and can approach you individually about new vacancies accordingly. If you give us permission to store your data, you can be contacted by the entire Headgate team. You can view and manage your consent to data storage at any time and find out about the relevant data protection terms.

A change of job can help to advance your career. However, it is not always the next logical step. To be attractive to external employers, it is important to demonstrate long-term success in previous positions. As a so-called “job hopper”, this is harder to achieve. You should also consider whether the new career steps match your own profile and skills. The answer is always individual and depends on factors such as career ambitions, skills and personality.

Yes, absolutely. Our clients are looking for leadership personalities who not only impress with their professional skills but, above all, are the right fit as people. Alongside professional skills, cultural FIT is particularly important. In addition to assessing professional expertise and personality, the focus is above all on analysing SUPRA qualities such as motivation, curiosity, astuteness, commitment and determination. Key criteria are also decisive in assessing a match, such as cultural FIT with the existing team, empathy, strong communication skills, the ability to inspire others and cultural affinity with the region and the people in the organisation.

If you do not feel comfortable in your current role or feel that you are not in an appropriate position, it may be advisable to consider a change of job, even if you have only recently started in your current position. However, there is no fixed period for which you must stay in a position. The focus should be on ensuring the right FIT between you and the company, in order to guarantee the best possible professional development and to contribute to the company’s success. That said, it is advisable to be cautious if previous positions were also rather short. In that case, you should ask yourself why you were not successful in those previous roles and were unable to stay the course.

85% of our clients engage us to fill leadership positions in family businesses with more than 1,000 employees. This means that, in addition to classic leadership positions, we primarily fill C-level and managing director positions. As a rule, the annual income for our placements is at least €100,000 gross.

Our focus is on large German family businesses with more than 1,000 employees, regardless of industry. Owing to our history, however, we have a particular focus on the automotive, construction, FMCG & retail, industrial and logistics sectors.

Our clients are undergoing transformation and are therefore looking for the right personalities to lead the company into the next generation in a sustainable and competitive way. Depending on the advertised position, hybrid working models may already be established. However, how much flexibility is possible with regard to hybrid working depends very much on the individual employer, the corporate culture and the content of the role. For example, where there is a close relationship with the operational workforce, a plant manager will need to be on site a great deal, whereas a head of purchasing may be able to incorporate a higher proportion of hybrid working into their day-to-day work.

Preparing for a virtual interview as an executive is similar to preparing for a face-to-face interview. However, there are a few additional aspects to bear in mind to ensure that you come across as a strong leader. Below you will find some valuable tips to help you prepare for a virtual interview and make a positive impression:

  1. Test your technical set-up: before the interview, make sure that you have a stable internet connection, a high-quality camera and a microphone, and that your video conferencing software is up to date. Test your equipment in advance to avoid technical problems during the interview.
  2. Dress appropriately: dress professionally and choose solid, neutral colours that look good on camera. Avoid overly conspicuous clothing that could be distracting. Above all, stay true to yourself.
  3. Choose a quiet and neutral background: choose a quiet room with a plain, neutral background to avoid distractions. A tidy, uncluttered room is best. Alternatively, you can blur your background or upload a neutral one.
  4. Practise your answers: research the company and prepare for common interview questions. Also think about how you can convey your leadership style, experience and vision to your interviewer.
  5. Pay attention to your body language: non-verbal communication is very important in a virtual interview too. Maintain eye contact, sit upright and avoid nervous movements or even standing up.
  6. Show enthusiasm: show genuine interest in and enthusiasm for the company and the position. Take an active part in the conversation, ask questions and highlight your achievements.
  7. Be honest: put your cards on the table from the outset. Especially if you are involved in several application processes, you should communicate your current status in order to speed up the process.

Overall, it is important to prepare for a virtual interview just as professionally and carefully as for a face-to-face meeting. If you follow these tips, you can make a positive impression and demonstrate your leadership skills.

As headhunters, we act as the client’s extended arm, taking on the search for and approach of suitable candidates. We draw up an initial candidate shortlist and carry out a first pre-selection. Based on this information, our client then leads the hiring process and ultimately selects the most suitable candidate. The authority to decide therefore always lies with our client, not with us as headhunters.

At Headgate, we typically conduct two interviews: a telephone interview and a video interview. With our clients, there are usually also 2-3 face-to-face interviews on site. However, the number of interviews can vary from client to client.

Once you have successfully completed both interviews with our headhunters and a successful analysis has been carried out, you will be invited to a face-to-face meeting with our client. This gives you the chance to get to know the company’s representatives in person.

The duration of the entire application process depends on the vacancy. In general, the process can take up to 4-6 weeks.

Throughout the entire application process, we keep you informed of the current status at all times. In particular, after each interview you receive a timeline setting out the next decision-making steps. This timeline often depends on how far the process has progressed. Should there ever be any delays, we will inform you immediately so that you always know what happens next. We also act as an adviser and sparring partner throughout the entire process in order to achieve the best possible outcome for you and your next career step. Even after a successful appointment, we continue to support you during your first 100 days.

Yes, we will inform you even if the application process does not go any further. We will always keep you up to date throughout the entire process and support you as an adviser and sparring partner in order to achieve the best possible outcome for you and your next career step.

FAQs COMPANIES

We guarantee a fast project start within 1-2 weeks of a successful profile briefing. Through fine-tuning and collaboration in an agile process sprint, we are able to present the first potential candidates within the first 6 weeks. Our two-stage selection process ensures the highest level of quality and transparency throughout.

To represent your company in the market as effectively as possible, it is important to us to understand you and your business in detail. We take the time to speak with all stakeholders, visit your production sites and understand your organisation as a whole. Through individual profile briefing procedures, we quickly gain a comprehensive picture of your company and the ecosystem surrounding the vacancy, ensuring that we find the perfect candidates for you. With our 24-month guarantee, we are always motivated to achieve the best results for you.

We use every available channel to get in touch with candidates. Thanks to our extensive network of more than 100,000 contacts and our experience in direct search, we can act both quickly and effectively. We contact potential candidates by telephone, email and via professional business platforms such as LinkedIn, and maintain close contact in order to always find the best people for the vacant position.

We work according to the four-eyes principle to ensure that every applicant receives the best possible support. Two of our team members conduct the selection process and are therefore your direct contacts. During the first phase, the consultants contact the candidates and conduct telephone interviews to match them against the requirements profile. In the second phase, the candidates take part in a video interview and are presented to the client in a candidate report.

Clients often commission us to fill several positions at once when major changes are on the horizon. Depending on available capacity and the vacancy, we are happy to discuss several positions with you. However, we also point out possible interactions or risks that can arise when filling several positions at the same time.

Companies can use Headgate’s recruiting process by awarding exclusive mandates. Before the search begins, we examine these in depth together with you in order to create a precisely tailored requirements profile for the open vacancies. Each assignment is always placed under an individual contract, regardless of the number of open positions or any existing framework agreements.

We have extensive experience with confidential searches and can help in this case too. We act as consultants and approach candidates using a neutrally worded position profile. This is particularly necessary when the current post-holder is still in office and management’s plans for change have not yet been announced. We guarantee a discreet and professional selection process.

Yes, of course. As your extended arm in the labour market, we handle the complete pre-qualification of all candidates identified. You then receive a detailed candidate report on the basis of which you can decide whom to meet in person. We are at your side as a sparring partner at all times. The pre-qualification is based on professional and personal criteria defined in advance, which we specifically assess for you in our interview process.

After a successful profile briefing, at which all those involved are usually present, we jointly develop a strategy and the documents for approaching candidates, which you then give final approval to. We then begin the search for suitable leadership personalities.

Headgate focuses on selected companies within an industry and avoids potential conflicts of interest by never poaching our clients’ employees. Should our ethical principles prevent us from approaching certain candidates from other companies, we will inform you of this transparently in advance.

We think differently about recruiting! In our view, the market for executive search – the search for senior executives – has seen little innovation in recent years. We combine the best of both worlds – we offer highly professional handling and selection processes, coupled with innovative methods and tools, to fill your vacancies as successfully as possible.

As executive search headhunters, we specialise in finding qualified and experienced leadership personalities for TOP positions such as CEO, CFO, CTO and other senior roles. These include, for example, directors, divisional heads, managing directors and heads of department.

At Headgate, we attach great importance to conducting the entire recruiting process quickly and efficiently, without keeping candidates waiting unnecessarily. Depending on the vacancy and the internal processes in your organisation, the process can take 4-6 weeks.

Every search begins with the creation of a detailed search profile. Only when we know what we are looking for can we proceed in a targeted and structured way. All candidates in our process are compared against these requirements several times. At Headgate, all candidates go through a tightly scheduled, two-stage process that uses a mix of aptitude assessment methods and proven interview techniques to produce a comprehensive evaluation for you.

Searching for executives through a headhunter has several advantages, including:

Access to a broader talent pool – headhunters have an extensive network of contacts – across industries too – and can therefore draw on a larger pool of qualified candidates than a company could reach on its own.

Specialisation – headhunters specialise in recruiting executives and have the expertise needed to find candidates with the right skills and experience for the position in question.

Confidentiality – headhunters can conduct the search confidentially, which is particularly important for leadership positions where the current post-holder must not know that they are being replaced.

Time savings – a well-briefed headhunter can take responsibility for the search for qualified candidates and carry out screening processes, thereby saving time and resources on the client side.

In Germany, there are more than 8,000 personnel consultants and headhunters, and the barriers to entry into the industry are very low. There is no classic training route and no mandatory qualification. Here are some best-practice approaches that can help you choose a good headhunter:

#1: References for the relevant client group, to ensure that the headhunter truly understands the corporate culture, the content of the role and the profile sought.

#2: A sales orientation rather than database research, to ensure that the headhunter is able to represent you effectively as an employer in a competitive candidate market.

#3: Respect and discretion towards candidates, to ensure that your reputation as an employer remains intact.

#4: Agility and reporting, to ensure that the process runs quickly and effectively and that the headhunter is able to adapt quickly to new circumstances.

#5: Guarantees, to ensure that the headhunter does the job properly and that you are satisfied with the final selection.

Particularly in tight labour markets, the shortage of qualified executives can lead to increased recruiting effort. By working with a personnel consultant or headhunter, you can not only outsource time-consuming processes but also draw on the network and tools of a professional consultant. A good personnel consultant is not merely a supplier of CVs, but also a sparring partner and source of ideas when developing a new organisational structure or assessing possible salary ranges.

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