FAQ


Aren´t you just a next "re-sender of curriculum vitaes“?

We don´t work this way. Our service is very individual. We always visit the company first, talk to several employees. We make a structured interview with leading staff, for whom we search the candidate including meeting the members of team in which should the candidate work. We compile or audit the profile of search position. We bet on quality not quantity. And hi-tech helps us in personal diagnostics of candidates and also in introduction of candidates. We save time and costs of our clients significantly.

Do you think, that long-term co-operation with one recruiter is suitable?

Not always is the mistake on your side. If I ignore wrong definition of requirements and profile of work position, wrong estimation of candidate or his professional or personal presumption, entrance interview led inappropriate way. Then the most frekquent cause is wrong self evaluation of candidate´s requirements, resulting from ignorance of own personal and professional profile, quality overestimation of done work, exaggerated expectations from candidates.

I would like to have only „stars“ in the company, is it real?

We don´t recommend you such model. Every „star“ needs a space for an own „shining“. In case you would have only a „stars“ in company, they would care more about in-house intriques, but not about the company prosperity. You would have to solve the relations between employees all the time. The company should have a ballanced ratio of „stars“ in single proficiency and management. Other members then help „stars“ to achieve a perfect „brightness“ of company. More valuable is to have a loyal employees, who are responsible for their work. We can find an inspiration in sport. For example, there is no doubt that the septuple winner of Tour de France Lance Armstrong is a star of stable Astana. It wasn´t only him, but also his team helped him to such titul when having an important roles during the several stages of the race.

There are an inappropriate candidates answering to our advertisement. Where do we make a mistake?


Not always is the mistake on your side. If I ignore wrong definition of requirements and profile of work position, wrong estimation of candidate or his professional or personal presumption, entrance interview led inappropriate way. Then the most frekquent cause is wrong self evaluation of candidate´s requirements, resulting from ignorance of own personal and professional profile, quality overestimation of done work, exaggerated expectations from candidates.

We would like to recourse the EXECUTIVE SEARCH, but we have a low financial limit for the recruitment.


It is useful to make a calculation of each method and techniques of recruitment. This means on one side stand all the costs incurred and on the other hand, price effects obtained for the company. You will see that the Executive search may not belong to them most expensive. Moreover, the serious Executive search company will surely agree on satisfactory terms.


Contact from

Please leave us a message, requirement, option. We will react to your message within 24 hours. Please fill the data into each item and then press the button SEND MESSAGE.

Your name

Your e-mail

Subject of message