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A medium-sized company discreetly sought a management succession. Through targeted direct approach within the relevant network, a structured requirements profile, and confidential preliminary discussions, a shortlist was developed that matched the company both professionally and culturally.
Example case study: anonymized and generalized. It illustrates our typical approach to such mandates – details of individual mandates remain confidential.
An owner-managed industrial company faced a generational change in management. The current leadership was to be handed over in the foreseeable future, but the successor was not to come from the family.
To avoid unsettling employees, customers, and suppliers, the search had to remain confidential, making a job ad inappropriate.
In confidential discussions, we clarified what the new management should achieve, the future role of the family, and which values are non-negotiable.
Using data-driven methods, we identified where comparable leaders are currently employed—in the industry itself and in related sectors—and created a long list.
The approach was personal, without mentioning the company. We disclosed our client only at genuine interest and after a confidentiality agreement was reached.
We evaluated leadership experience, motivation, and cultural fit separately, documenting the reasons for each person's suitability.
The owners conducted interviews with a small shortlist. We moderated, gathered references, and supported through to the contract stage.
Result
The owners could choose among candidates who matched professionally and understood the company culture. The search remained confidential until the announcement.
Because the decision was based on a jointly refined profile and transparent evaluations, it was well justified to both the family and the advisory board.
voccess combines classic recruiting expertise with what we bring from online and performance marketing: We approach the search for the right people as consistently and measurably as a successful campaign.
We continuously measure job requirements, market and salary data, feedback, and fit. Decisions are based on numbers – the selection of candidates is made by experienced recruiters, not an algorithm.
Our team comes from an AI-native online and performance marketing background. We reach candidates as precisely as marketing reaches its target groups: on the channels where they engage, with messages that resonate – and we see what works.
Since 2014, we have been recruiting specialists and executives. This experience is embedded in every briefing, direct approach, and shortlist – and in a realistic view of the market, salaries, and timelines.
Contacts with specialists and executives, and partners in Austria, Germany, and Switzerland developed over many years – enabling us to reach people who are not actively looking.
A medium-sized company discreetly sought a management succession. Through targeted direct approach within the relevant network, a structured requirements profile, and confidential preliminary discussions, a shortlist was developed that matched the company both professionally and culturally.
A growing tech company found few suitable applications on the open market. Data-based matching and Active Sourcing brought passive candidates into the conversation – pre-qualified based on skills, experience, and team culture.
Read case studyAn Austrian company aimed to establish itself in the German market and needed an experienced executive on site. Through direct approaches in the German market, a jointly refined requirement profile, and discussions with the owners, a shortlist was created that combined market knowledge and company culture.
Read case studyTogether, we'll find the specialists and executives who will sustainably advance your company.
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