Around half of the senior international searches we run at any moment are confidential. They never appear on this page, never appear on LinkedIn, and never appear in a job board feed. There are good reasons for this. A board may be quietly replacing a CEO, a country manager may be underperforming, or a public listing process may be in flight. Discretion is not optional in those situations.
The practical consequence for senior candidates is straightforward: relying only on advertised job ads will mean missing roughly half of the relevant opportunities at the senior end of the European market. Our advice is to submit your CV with a short brief on what would tempt you to move, so the responsible consultant can match you to a confidential brief when the right one lands.
For clients, the same dynamic explains why we default to retained search for confidential roles. Without exclusivity and a written market map, the off-market candidate pool stays invisible. With it, we routinely surface 40 to 60 directly approached, fully calibrated candidates that no public ad would ever reach. Read more about how the search runs end to end.
