01
Discover
We start with a deep working session - your business, the role, the culture and the markets you serve. We map the must-haves, the nice-to-haves and the dealbreakers.
- Our approach -
A search process built for
long-term placements
Cross-border hiring rewards rigor over speed. Our six-step process keeps both sides aligned from the first briefing to long after the offer is signed.
02
Search
Our multilingual research team runs a targeted, cross-border search - combining proprietary networks, direct outreach and discreet referrals across the EU and UK.
03
Shortlist
You receive a curated shortlist with detailed profiles, motivations, salary expectations and cross-border mobility notes - only candidates we would personally vouch for.
04
Interview
We coordinate every stage, prep both sides honestly, gather structured feedback and keep momentum so the right candidate stays engaged.
05
Offer
We help structure competitive offers, navigate counter-offers, and advise on relocation, work permits and tax considerations across European jurisdictions.
06
Onboard
We stay close after the placement - checking in with both the hire and the hiring manager during the first months to safeguard a successful long-term match.
- What you can expect -
Discreet, rigorous, accountable
Every search is led personally by Darcie, with a small specialist team supporting research, candidate care and offer management.
Weekly progress reports
A clear view of pipeline, market feedback and shortlist quality every week - no surprises.
Replacement guarantee
If a placed candidate leaves within the agreed period, we restart the search at no additional fee.
Transparent pricing
Retained and contingent models, scoped per role and market. Always agreed in writing before kickoff.
Our process runs across six recruitment specialisations and six core European markets. To see the kind of clients we partner with, visit Who we work with.
- A working partnership -
A consultative search, not a transactional handover
Every search at Go Ahead HiRe is led by a partner who stays close to the brief from first conversation to signed offer. We default to weekly progress reports, fortnightly calls and a single accountable contact on WhatsApp or email between updates.
See who we typically partner with, the six core European countries we cover, or brief us on a role to start a conversation.
Start a senior search
- Engagement models -
Retained, container or contingent
The right commercial structure depends on the seniority of the role, how confidential the search is and how exclusive you can be. Here is how we choose, in plain language.
Retained
For senior, confidential or hard-to-source roles
Fee split across three milestones, true exclusivity for the duration of the search and a written market map. Best fit for VP, Director, Country Manager and C-suite mandates where you need every relevant person on the longlist, including the ones who are not actively looking. Around 70 percent of our European senior searches run this way.
Container
For senior individual contributors and lead roles
A reduced engagement fee secures dedicated sourcing capacity, with the balance due on placement. Useful when you need real research depth but the role does not justify a fully retained structure. Typical for senior account executives, lead engineers and principal consultants in the European technology and consultancy markets.
Contingent
For mid-level roles where speed wins
No fee until a candidate signs. Suited to mid-level commercial and operational hires where you are happy to run several agencies in parallel. We are honest if a role is not a fit for contingent and will recommend a different structure rather than waste your time and ours.
Whichever model you choose, the underlying six-step process stays the same. Curious which model fits your role? Send us the brief and we will recommend an honest answer within one business day. Engagement terms, fee schedules, replacement guarantees and confidentiality clauses are always confirmed in a short written engagement letter before any sourcing work starts, so there are no surprises later in the process for either side of the table.
- The midpoint check-in -
A real conversation about the first five candidates
Around week two of every retained search we present the first five calibrated candidates in person or on video, and we listen. What is landing, what is missing, how the brief should evolve. The shortlist that follows is built on that conversation, not on assumptions from the kick-off.
See the clients we partner with, the six European markets we cover, or get in touch for a calibration call.
Ready to put the process to work?
Brief us on a role and we will come back within one business day with a kickoff plan tailored to the country and seniority.
- Approach FAQ -
Process, timing and commercial terms
Five quick answers about how a Go Ahead HiRe search runs from first call to signed offer.
Last reviewed: · Source: goaheadhire.com
How long does a typical European executive search take from briefing to signed offer?
Most senior international searches with Go Ahead HiRe close within 6 to 10 weeks from kickoff to a signed offer. Phase 1 (discovery, scoping and market mapping) takes about a week. Phase 2 (active sourcing, longlisting and first interviews) runs 2 to 4 weeks. Phase 3 (client interviews, references, offer and negotiation) is typically another 2 to 4 weeks. Confidential or highly specialised C-level mandates can run a little longer.
Related: See our six-step approach, Brief us on a role
Reviewed · Source: goaheadhire.com
How do you keep clients informed during the search?
Every search has a dedicated weekly progress report covering the longlist, market feedback, conversion rates and any course corrections. You also get a single point of contact (Darcie or a senior consultant) on WhatsApp and email for between-update questions. We default to fortnightly calls and adjust upward for urgent or high-volume mandates.
Related: Our communication promise
Reviewed · Source: goaheadhire.com
What is the replacement guarantee on a Go Ahead HiRe placement?
On retained executive searches we restart the search at no additional fee if the placed candidate leaves voluntarily or is dismissed for cause within the agreed guarantee period (typically 3 to 6 months, scoped per role). On contingent placements we offer a pro-rated refund or replacement based on tenure. The guarantee terms are agreed in writing before kickoff so there are no surprises.
Related: Discuss commercial terms
Reviewed · Source: goaheadhire.com
Do you work retained, contingent, or both?
Both. Retained search is our default for senior, confidential or hard-to-source roles in Europe and the UK because it produces the deepest market coverage and the highest fill rate. Contingent and container models are available for individual contributor and mid-level roles where speed-to-shortlist matters more than exclusivity. We will recommend the right structure for the role and the seniority before you commit.
Related: See our six recruitment specialisations
Reviewed · Source: goaheadhire.com
Which European countries does the six-step process cover?
The same six-step process runs across all of our six core European markets: the Netherlands, the United Kingdom, Germany, France, Spain and Italy. We extend into Belgium, the Nordics, Switzerland, Austria, Ireland, Poland and the wider EU on demand. The framework stays identical, but the discovery step is tailored to local employment law, salary bands and candidate expectations in each country.
Related: See the six core markets
Reviewed · Source: goaheadhire.com
Still have a question? Send us a message on the contact page or brief us on a new role.