We find your talent

You grow your business

Who are you?

Perhaps you're a larger corporation in need of an experienced executive who knows the role, the industry and its success criteria. Maybe you're a smaller business looking for a skilled individual that can support your company by making workflows faster and less cumbersome. You might even be an entrepreneur in need of someone to implement your ideas and help fulfill your vision. Or maybe you're a mix of all of the above. It doesn't matter. We have seen it all, and always tailor our proceses to your needs, even if those needs aren't readily apparent to you from the onset.

We don't know exactly who you are, but we're certain of one thing: you're looking for new talent to help grow your business. Maybe you want to try something new, maybe you're undergoing a rapid growth, or maybe a key position is vacant. The reason behind your recruiting needs doesn't really matter as the result is the same: you're here now and hopefully ready to accelerate your growth. And we're ready to help.


Is it time?

If you have reached the point where you're asking yourselves whether or not it is time to increase your numbers, but aren't completely sure whether or not it is necessary, then take a look at our checklist below. If the statements are true for you, then we should have a more in-depth dialog!

  • You don't get everything done.
  • You have a stable cashflow.
  • You want the tasks done in-house.

Remember that you can never think about recruiting too early, as the process takes time.

Is it time to hire a new talent? Contact us!

The recruitment process

Our recruitment process consists of 10 steps. It is of course flexible and we can easily change the order or add/subract certain parts of the process depending on your needs. As a whole, our process can be split into 3 phases:

Step 1-2: Searchers and you.

Step 3-6: Searchers and the candidates.

Step 7-10: Searchers, the candidates, and you.

This first step is crucial to success. This is where the basis for the whole process is formed. We divide the analysis into the following themes:

The organization: history, business strategies, internal dynamics, organizational charts (Current and Future), tactical considerations, culture, diversity, etc.

The role: tasks in the role, responsibilities, interfaces (internally and externally), KPIs, goals with the role, organizational reporting lines, etc.

The candidate: requirements for competencies, personality, work experience, soft values etc.

On the basis of the analysis, we prepare a document that is approved by the client. This document is also used to present the role to the candidates found throughout the process. In some cases, we also prepare an advertisement, which is also marketed on selected job sites after approval. The description can in some cases extend over many pages and for example contain organizational charts and detailed task descriptions - often we also want a motivating part that is about showing the future potential of a role.

The first part of this step consists of establishing a target list - which in our terminology is a list of hunting grounds - i.e. places and organisations where potential candidates could work today. Then we go through the target organisation to find the people we want to reach. We regularly add all candidates to a list - which in industry terminology is called a longlist.

On the basis of the long list, we start to contact candidates and eliminate those who do not match and make sure that those who match get the opportunity to enter into a deeper dialogue with us if they wish. There is often a lot of nudging associated with this part and we keep the candidates in the race as long as necessary and there is a match. It is also in this part of the process that the candidates are given the role / position description.

In this step, we establish a shortlist - i.e. a list of the candidates who move on from the longlist. In some cases, we meet with our customer and go through the longlist together. The screening is based on everything we talked about in the analysis step. Here we have a dialogue about which candidates match the position best.

We regularly interview candidates in a structured model. We use the latest knowledge in the field of interviews to help us gain insight into the individual candidate. We naturally look at both hard and soft competencies. All material from interviews plus obtained CV and possibly. application / motivation is sent to our customer on an ongoing basis. It is also in this phase that we clarify the candidates' salary expectations.

The presentation phase often consists of interviews at the customer's location. This can take place as a single process with several candidates on the same day or continuously as the candidates come in and get ready for this phase. We participate physically to the extent that it makes sense for the process.

We agree at the beginning of the process whether this step should come before or after the presentation. We test with the tools that we think will best showcase the candidate's fit for the position. In many cases, we perform both a personality test and a cognitive test. We have a large test catalogue available. In some cases our customers want to do the testing themselves and in those cases we skip this part of the process. It is also at this point that we take references on the final candidates. Reference-taking is an art in itself and we agree at the beginning of the process whether to take 1-2 or more references.

We are now at the part where the ends are about to meet. Often the formal things about salary level and the overall package are in place, but it is often also here that further dialogue can arise. Candidates might become aware of the complexity of the role and demand more benefits or the customer has found out that there are other candidates who also match but who are not as expensive. Like any other negotiation, this must be done in a way that all parties are satisfied and we often advise in this phase.

It is always our customers who handle the actual onboarding, but we follow it closely. In addition, we talk to the employed candidate several times after he or she has started - typically at the 1-month limit and again after 2-3 months. As we give Denmark's longest guarantee of 2 1/2 years, we are very aware of the mutual expectation reconciliation. The new employee often has a few things that you will be able to fix to make everyday life more efficient for them and you, and it's often something that can be easily be adjusted. We coach on both sides and thereby help to ensure that the employment lasts as long as possible.

The good recruitment

When the prepatory work is done well, the process runs smoothly, and both company and employee are happy, good things are sure to follow.

If the recruitment has been succesful, then you're left with an employee that possesses skills that suppport you in your business goal, whatever they may be. No matter the employee's role, you organisation will become more effective. In orther words, your new employee helps you grow.

If the recruitment didn't go well, then you're left with the opposite: an employee that stunts your growth.

Value creation

The right candidate creates value for your business. Not just on the bottom line, but also when it comes to your work processes and company culture. That is why it's important to not only look at the candidate's competencies, but judge their motivation and personality with great care as well. If the candidate does not fit into your company culture, this might harm your processes and general satisfaction of your other employees, and sometimes even your brand.

A happy employee

If you hire an employee that actually has the motivation as well as the qualifications, and whose plans and goals align with your own, then you have most likely made a good investment. After all, job satisfaction is directly related to employee efficiency.

However, too many times companies forget to read through the lines and hire an employee that ends up not thriving in the company. In many cases the cause can be identified during the recruitment process, if you know what you're looking for.

This is what our clients say

Recommendation - Copenhagen University
Recommendation - Vækstfonden
recommendation - CBS LearningLab
Recommendation - GN Netcom
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Who are our clients?

Our clients can be found among small, medium, and large sized companies, nationally and globally. As our focus lies on the recruiting process itself, we don't limit ourselves to a single industry - and our clients are happy that we don't!

We headhunt and search at all levels, but we are especially proficient in executive search.

Executive search

Executive search, also called c-level recruiting, is about recruiting talents for top management positions. With this type of recruitment it is important to have a well-developed network and a process that is on point. An inadequate recruitment at this level can often be seen in the annual report - and not in a good way.

It is therefore important to be honest about your own competencies within recruitment if you consider carrying out the process on your own. If you need any help, you are more than welcome to call us!

Industry & position types

We have a wealth of experience in recruiting and headhunting, also when it comes to finding the best candidates for the rest of the organisation, despite our focus on executive search. We don't need to limit ourselves to a single industry as our process is optimised to find the right talent, no matter the field.

Below you can see the industries we have the most experience with, and to the right you can see a small part of the positions we have succesfully recruited for. 

This area covers all kinds of production companies, order-producing companies, engineering, process companies, automation, robot companies among others.

We have experience headhunting candidates for financial companies, private equity funds, family funds, insurance companies, auditing and legal organisations.

Our experience in this field includes search for companies that work with software, IT, embedded software, robotics, components, biometrics, business intelligence, and other companies within the IT industry.

We have worked with many retail and FMCG businesses, as well as companies within the hospitality sector.

Within board services we have headhunted executive and non-executive boardmembers.

This industry covers the entire energy sector, green businesses, waste-to-energy and other companies that focus on energy solutions.

This area covers the marine sector, land and air transport and rail to a lesser extent.

We have experienve recruiting for municipalities and semi-public companies such as utilities.

Previous positions

General management


Administrative Director

Senior Vice President 

Vice President

Senior Project Lead

Project Lead

Projekt Direktør



Finance Director

Senior Controller

Senior Business Controller

Finance Employee


Sales Director

Sales Consultant



Chief of Marketing


Chief of IT


Head of People & Culture

Board Services

Executive Boardmembers