Strategic assessment of your position
Together we analyse your career to date and your experience, your core brand as a leader, your career options and your medium- and long-term career goals.
Senior Executive Outplacement
Outplacement for top managers and board members
Discreet, strategic support for board members, managing directors and C-level executives as they realign their professional future.
Change at the top is now part of corporate reality
The demands placed on board members, managing directors and C-level executives have changed significantly in recent years. Transformation, geopolitical uncertainty, rising expectations from investors, supervisory boards and stakeholders, and growing pressure to deliver results all mean that leadership changes at the top of organisations happen more often than they used to.
At the same time, the market for top management positions is highly selective. The number of suitable mandates is limited, and search processes are often discreet, running through executive search consultants, supervisory boards, investors or personal networks. Public advertisements play only a minor role.
For top managers and board members, this means that access to new mandates follows different mechanisms from a conventional job search. Visibility, reputation, network and strategic positioning are decisive success factors.
When the next position can’t simply be searched for
A separation at the highest leadership level is rarely just a professional change. It often touches on personal reputation, market perception and long-term career planning as well. Typical questions in this situation include:
- How do I position myself convincingly in the market after a change at board or managing-director level?
- Which mandates match my experience and my long-term goals?
- How do I gain access to confidential search processes?
- How do I stay visible to executive search, investors and supervisory boards?
- What role should advisory board, supervisory board or interim mandates play in future?
- How can I steer my career actively rather than waiting for opportunities to arise?
There is a further challenge: the higher the level of responsibility, the less frequently career decisions are made. Search and decision-making cycles lengthen, while expectations regarding strategic alignment and cultural fit rise.
In this situation, what top managers need is not primarily application coaching but an experienced sounding board for strategically shaping their next career step.
How we support you
Executive outplacement as an equal partner
We support top managers, board members and managing directors in the strategic realignment of their professional future.
Developing an executive positioning strategy
We sharpen your positioning towards investors, supervisory boards, executive search firms and decision-makers. This is not only about your past successes, but about what you want to stand for in future – and the concrete value you bring to an organisation.
Access to the relevant market
Most executive mandates arise through the right contacts with decision-makers, via the hidden job market, networks and personal recommendations. We build your visibility within the relevant circles in a targeted way and activate your existing contacts strategically. The goal: to open doors before positions become visible.
Multi-mandate strategy
Whether a CEO mandate, an international leadership role, an advisory or supervisory board seat, an equity model, interim management or a portfolio career – we support you in evaluating and prioritising your options.
Support in sensitive decision-making processes
Contract negotiations, stakeholder communication and strategic career decisions call for a trusted sounding board. We are at your side throughout the entire process.
Working with executive search consultants (headhunters)
Many attractive positions are not advertised publicly but filled through specialist recruitment consultants. As part of our consulting, we help you position yourself specifically with the search firms relevant to your profile. In this way, you increase your visibility among the most important players in the market. This is not only about placing individual positions, but also about building long-term relationships with consultants who can be of value to you in the future.
Leadership changes create room for new perspectives
Experienced top managers know that careers rarely follow a straight line. Many of the most successful leaders have taken their most decisive development steps precisely during periods of transition.
A change at board or managing-director level does not mark the end of a career – it often marks the beginning of a new chapter. The question is not simply which position comes next.
The crucial question is: what impact do you want to have over the coming years?
With clear positioning, a robust network and a well-considered strategy, new opportunities emerge – often far beyond your previous role.
We support you as a discreet sounding board and equal partner: confidentially, strategically and with an understanding of the particular demands of leadership at the highest level.
Use this phase to shape the coming years of your career deliberately – rather than leaving them to chance.
Ready for your next career move?
Let's discuss your options in a free initial consultation — discreet and without obligation.