Executive Search. We find Answers.
We partner with you to understand and advise to ultimately deliver value.
Executive Search. We find Answers.
We partner with you to understand and advise to ultimately deliver value.
Executive Search. We find Answers.
We partner with you to understand and advise to ultimately deliver value.
Why Michael Illert Executive Recruitment?
We know that long-term success isn't just about maintaining operations; it's about building a company that grows, innovates, and sustains competitive advantage. We specialize in identifying and securing the talent who transform strategic ambitions into measurable value.
Transform Uncertainty into Predictability
The Challenge
We have identified two fundamental failures that drive the 40% executive derailment rate. These aren't isolated recruitment mistakes; they're systematic deficiencies that undermine leadership effectiveness from the outset.
The Challenge
We have identified two fundamental failures that drive the 40% executive derailment rate. These aren't isolated recruitment mistakes; they're systematic deficiencies that undermine leadership effectiveness from the outset.
The Challenge
We have identified two fundamental failures that drive the 40% executive derailment rate. These aren't isolated recruitment mistakes; they're systematic deficiencies that undermine leadership effectiveness from the outset.
The Executive Impact
Every executive role influences business performance through specific mechanisms. We call these value levers, and identifying them transforms how you select leaders. Each role combines these levers differently. Critically, roles either create value with these levers or enable the value creation.
The Executive Impact
Every executive role influences business performance through specific mechanisms. We call these value levers, and identifying them transforms how you select leaders. Each role combines these levers differently. Critically, roles either create value with these levers or enable the value creation.
The Executive Impact
Every executive role influences business performance through specific mechanisms. We call these value levers, and identifying them transforms how you select leaders. Each role combines these levers differently. Critically, roles either create value with these levers or enable the value creation.
Our Approach
Our Vision is to align Leadership with Value Creation for both, our Clients and Candidates. Our value-driven approach connects capabilities directly to business impact. By applying the value lever approach, we create visibility into how talent drives business value.
Our Approach
Our Vision is to align Leadership with Value Creation for both, our Clients and Candidates. Our value-driven approach connects capabilities directly to business impact. By applying the value lever approach, we create visibility into how talent drives business value.
Our Approach
Our Vision is to align Leadership with Value Creation for both, our Clients and Candidates. Our value-driven approach connects capabilities directly to business impact. By applying the value lever approach, we create visibility into how talent drives business value.
The Hidden Risk in Executive Hiring: Ignoring Your Own Value Levers
The Hidden Risk in Executive Hiring: Ignoring Your Own Value Levers
In our own survey of hiring managers, 71% report having clearly defined value levers. But only 41% assess candidates objectively against a defined target profile. Moreover, 42% do not even develop a target profile aligned with their value creation strategy. As a result, companies often fail to search for the right profile in the first place and lack the process to objectively assess candidates.
In our own survey of hiring managers, 71% report having clearly defined value levers. But only 41% assess candidates objectively against a defined target profile. Moreover, 42% do not even develop a target profile aligned with their value creation strategy. As a result, companies often fail to search for the right profile in the first place and lack the process to objectively assess candidates.
In our own survey of Chief HR Officers, 71% reported that their companies have clearly defined value levers as part of their corporate strategy, articulating how to disproportionately impact value creation.
define value levers impacted by executives
In our own survey of Chief HR Officers, 71% reported that their companies have clearly defined value levers as part of their corporate strategy, articulating how to disproportionately impact value creation.
define value levers impacted by executives
In our own survey of Chief HR Officers, 71% reported that their companies have clearly defined value levers as part of their corporate strategy, articulating how to disproportionately impact value creation.
define value levers impacted by executives
Yet only 58% define the expertise, experience, skills, and leadership style an executive candidate must possess to effectively activate the value levers they are expected to influence in the role.
define profile needed to impact value levers
Yet only 58% define the expertise, experience, skills, and leadership style an executive candidate must possess to effectively activate the value levers they are expected to influence in the role.
define profile needed to impact value levers
Yet only 58% define the expertise, experience, skills, and leadership style an executive candidate must possess to effectively activate the value levers they are expected to influence in the role.
define profile needed to impact value levers
Whilst 58% define a target candidate profile based on the value levers of the role, only 48% actually assess executive candidates against these profiles. More than half of all respondents rely on assessment approaches that are disconnected from the defined success criteria.
assess candidates against the value profile
Whilst 58% define a target candidate profile based on the value levers of the role, only 48% actually assess executive candidates against these profiles. More than half of all respondents rely on assessment approaches that are disconnected from the defined success criteria.
assess candidates against the value profile
Whilst 58% define a target candidate profile based on the value levers of the role, only 48% actually assess executive candidates against these profiles. More than half of all respondents rely on assessment approaches that are disconnected from the defined success criteria.
assess candidates against the value profile
Considering the figures above, it is perhaps not surprising, though still deeply concerning, that only 41% use objective criteria to assess candidates against the target profile. This leaves significant room for hiring decisions to be influenced by personal bias rather than aligned with strategic fit.
use objective criteria to assess the compentencies
Considering the figures above, it is perhaps not surprising, though still deeply concerning, that only 41% use objective criteria to assess candidates against the target profile. This leaves significant room for hiring decisions to be influenced by personal bias rather than aligned with strategic fit.
use objective criteria to assess the compentencies
Considering the figures above, it is perhaps not surprising, though still deeply concerning, that only 41% use objective criteria to assess candidates against the target profile. This leaves significant room for hiring decisions to be influenced by personal bias rather than aligned with strategic fit.
use objective criteria to assess the compentencies
Blog & Resources
Current Trends in Corporate Leadership: Back to Business Fundamentals
In recent years, we’ve witnessed a seismic shift in the business landscape. The once-celebrated approach of “growth at all costs” has given way to a renewed focus on traditional business fundamentals.
Blog & Resources
Current Trends in Corporate Leadership: Back to Business Fundamentals
In recent years, we’ve witnessed a seismic shift in the business landscape. The once-celebrated approach of “growth at all costs” has given way to a renewed focus on traditional business fundamentals.
Blog & Resources
Current Trends in Corporate Leadership: Back to Business Fundamentals
In recent years, we’ve witnessed a seismic shift in the business landscape. The once-celebrated approach of “growth at all costs” has given way to a renewed focus on traditional business fundamentals.