Guide for Clients

How we Work          Searches Conducted          Testimonials

Our clients, regional or global headquarters of well-known Swiss or global brands, trust us to advise them on their most senior executive recruiting needs across Europe; typical mandates are general management, heads of function (such as: marketing, sales, finance, HR, operations and business development directors) and board searches.

We enjoy long-standing business relationships with many of our clients and believe that building these relationships is a key component to our success.

The effective recruiting and retention of senior managers is critical to any organization's success. Therefore, it is important that clients take a considered approach to selecting a search firm. Potential issues to consider include:

• Geographical reach

If you wish to conduct a Swiss or international search, it is important that the search firm you select brings not only an international network, but, more importantly, an understanding of the cultures in question. If the search will be conducted by multiple offices across geographies, it is important to understand who in which office is taking the lead on your behalf and to understand the motivation of each office in supporting the search, i.e. how are they compensated.

• Track record/quality

While most agree that size is not a proxy for likelihood of success, most agree that track record and quality of the search consultant and team certainly are. You are entitled to require these qualities from your chosen firm and their consultants.

You are entitled to know who will make up the team working on your search assignments including not only search consultants, but also research and support staff. It is important for you to be confident that the search consultant managing the execution of the mandate will be effective. At Lutz & Partners, each consultant follows the search assignment from the briefing to the candidate's signing of the contract. You will be informed if interviews will be conducted by multiple consultants, how the results of these interviews will be calibrated.

• Industry focus and expertise

Depending upon your industry or the position concerned, it may be relevant to seek an industry specialist. However, generalist firms such as Lutz & Partners - who have an in-depth knowledge of the Swiss-based talent pool - may provide innovative and fresh solutions with the advantage of finding candidates not requiring a relocation.

• Off-limits situations

You must have a clear understanding of which other firms are "off-limits" with regard to a particular search. These limitations should be spelled out, in writing, and you should be confident that the search firm has sufficient access to candidates in order to conduct an effective search. You should also have a written commitment concerning the off-limits conditions for your own business. The agreement should define the time period and geographic and/or functional scope of the limitations. The search firm should also demonstrate a commitment that information acquired about a company during the search engagement will be considered absolutely confidential.

• Search process

Because you want and expect results from the search firm you select, it is important that you understand how you can contribute to the success of a search. This begins with taking the time to identify the right search firm for a specific search assignment. Communication is key to the success of any relationship in search and should be frequent, clear and open. It is important that you take the time and effort to thoroughly brief the search firm, and of course to keep them apprised of any changes. If possible, allow them to meet with various persons in your organisation who may have interaction with the appointee so that the search firm is exposed to and understands your corporate culture.

It is important that you define the internal process for interviewing candidates. Those who will be conducting interviews should be clear and aligned on the role and selection criteria. Make sure that the interviewers are committed to treating candidates professionally and courteously. This includes ensuring that interviews can be conducted in a timely manner and that candidates are treated with respect. It is important to keep in mind that candidates are also busy executives and managers.

Finally, be accessible to your search consultant. Commitment and clear and frequent communication based on honesty, integrity and mutual respect are the keys to successful cooperation.

• Guarantees

You should understand that executive search is a process which usually, but does not always, result in the hiring of an external executive. You may decide to make an internal hire or may undergo a reorganization which forces the termination of the search. These factors are beyond a search firm's control and are conditions for which a search firm typically will not make guarantees.

If a candidate we have placed leaves within the first 6 months of employment for reasons objectively showing the inadequacy of his/her profile with respect to the specified position, we guarantee replacement at no additional fee, charging only out-of-pocket expenses related to the replacement search.

For further information, please contact Carolyn Lutz at +41 22 960 7050

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