C-level and executive recruiting by Headgate: find your TOP position in a TOP family business

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. Presentation to the client: following a successful interview with your personal consultant, we prepare a candidate report for our client, including all the necessary documents and references.
5. Meeting the client: if you have made a convincing impression, we arrange an initial meeting with our client. This is followed by the client’s individual selection process.
6. Ongoing support: the Headgate team is at your side throughout the entire selection process and remains your point of contact beyond that, too.

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

We store your application securely in our database in line with the retention period you have personally defined. 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.

Once you have submitted 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 only a 5-10% salary increase, 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 job change 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 convince with their professional expertise, but above all are the right fit as people. Alongside professional skills, cultural fit is particularly important. In addition to assessing professional competence and personality, we particularly analyse SUPRA qualities such as motivation, curiosity, sharpness of mind, 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 closeness to the region and to 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 job change, even if you have only recently started in your current position. There is, however, no fixed period for which you absolutely have to stay in a position. The focus should be on the right fit between you and the company, in order to ensure 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 why you did not 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, alongside classic leadership positions, we primarily fill C-level and managing director positions. In general, 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. Due 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. How much flexibility is possible with regard to hybrid working, however, 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 industrial workforce, a high level of on-site presence is required for a plant manager*, 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 an in-person interview. However, there are a few additional aspects to bear in mind to ensure that you come across as a strong leader. Below are 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 you have a stable internet connection, a high-quality camera and 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 eye-catching 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 works best. Alternatively, you can blur your background or upload a neutral background.
4. Practise your answers: research the company and prepare for common interview questions. Also think about how you can convey your leadership style, your experience and your 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 that you prepare for a virtual interview just as professionally and carefully as for an in-person meeting. If you follow these tips, you can make a positive impression and demonstrate your leadership skills.

As headhunters, we are the client’s extended arm and take care of searching for and approaching suitable candidates. We draw up an initial candidate shortlist and carry out an initial pre-selection. Based on this information, our client takes the lead in the hiring process and ultimately selects the most suitable candidate. The decision-making authority therefore always lies with our client and 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 in-person 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 an in-person meeting with our client. This gives you the chance to get to know the company’s representatives personally.

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 informing you of 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 adviser and sparring partner throughout the entire process, in order to achieve the best possible outcome for you and your next career move. Even after a successful appointment, we support you during your first 100 days.

Yes, even if the application process does not go any further, we will let you know. We will always keep you up to date throughout the entire process and be at your side as adviser and sparring partner, in order to achieve the best possible outcome for you and your next career move.