Specialist Talent Partner · Poland & EMEA

We find the people others can't reach.

We do not flood you with more CVs. We define the role, test the market and engage candidates who are not actively applying - in Poland and across EMEA.

Executive Search Specialist Headhunting RPO & IT Contracting

Discuss your hiring challenge → See our approach

In 30 minutes, we will identify the bottleneck and show where we can help.

When to involve us

Six signs the problem is not the number of CVs.

When a search stalls, the real issue usually sits upstream: in the role definition, offer, market access or decision process.

Job ads no longer work

The people you need are not browsing job boards. They have to be identified, approached and engaged directly.

The pipeline is full, but nothing moves

Dozens of profiles, no hire. That is rarely a sourcing problem alone - it usually points to role definition, decision criteria or process design.

CVs look right, interviews do not

Candidates seem to fit on paper, but confidence disappears in conversation. That usually means the criteria have not been calibrated sharply enough.

The hiring manager rejects most profiles

When selection criteria are unclear or inconsistent, recruitment becomes a loop of reviews, rejections and rework.

The role is genuinely niche

The relevant market may be measured in dozens, not thousands. In that market, a generic approach can damage access quickly.

The search is urgent or confidential

Confidential leadership searches and time-critical roles require a controlled direct-search process - not posting and waiting.

Why talk now? A focused 30-minute conversation can save weeks of effort in the wrong direction - before you burn through more candidates, agencies and hiring-manager time.

How we help

The model follows the hiring problem.

From one critical leadership hire to a full team build-out, we shape the engagement around market reality, urgency and the cost of getting it wrong.

Executive search

Confidential retained search for C-level and leadership roles. We map the market, approach passive candidates directly and assess motivation before anyone reaches your shortlist.

Best when: the role is strategic, confidential or too costly to get wrong.

Discuss this model →

Process

How we run a difficult search.

A typical project rhythm. Exact timing depends on role seniority, market depth and candidate availability.

day 1

Definition and calibration

Real requirements, clear trade-offs and shared decision criteria.

→ shared criteria

days 2-10

Market mapping

Where the right people are, how many exist and what it will take to reach them.

→ numbers, not assumptions

days 3-12

Direct search

We engage candidates who are not actively looking.

→ conversations beyond job ads

days 7-14

Assessment

Capability, motivation, availability and readiness to move.

→ no “maybe”

days 9-15

Shortlist

A small number of candidates, each with context and recommendation.

→ better decision

days 14-30

Support through hire

Feedback rhythm, offer advice and closing support.

→ candidate says “yes”

A search team, not one “LinkedIn recruiter”.

Each project is covered across strategy, sourcing, outreach and quality control:

01Recruitment Lead

Owns project strategy, pace and quality.

02Senior Headhunter 10+ years of experience

Leads direct outreach and positions the role to passive candidates.

03Sourcer

Builds the longlist against the agreed market strategy.

04Sourcing Lead

Controls sourcing quality and coverage.

Vacancy cost calculator

Estimate the cost of leaving a critical role open.

An unfilled key role creates lost output, team overload and delayed projects. This calculator makes the scale visible.

Monthly employer cost (salary + employment costs)$6,000

Vacancy open for4 months

Role type

Estimated vacancy impact

$60,000

or $15,000 for each month of delay

Lost output

Team overload and attrition

Project and decision delays

This is an indicative model, not an accounting valuation. It illustrates the potential business impact of a vacancy based on employer cost, time open and role criticality. Actual impact depends on productivity, team load, delays and lost revenue.

Book a 30-minute call

Why us

“When companies struggle to hire the right expert, the market is rarely the whole story. The real issue is often the role definition, offer or speed of decision-making. Our job is to diagnose that first - and then reach the people a standard process cannot reach.”

Adam GałeczkaManaging Partner, EER Poland

EER Poland is part of EER Global, an international executive search network.

★★★★★

“EER Poland successfully delivered a difficult Academic Director search - a role that had been open for 18 months and had challenged other agencies. I valued their professionalism and ability to adapt to the specifics of our organisation.”

Monika Ostrowska-Pszczyńska · Head of HR · Centrum Nauki i Biznesu Żak

Fit

We are not the right partner for every process. That is intentional.

We are a strong fit if:

the role is business-critical,
standard channels are not working,
you need access to the passive market,
the hiring manager is ready to calibrate the role against the market.

We are not the right fit if:

you are looking for the cheapest CV supplier,
the same role is sent to multiple agencies without clear ownership or feedback,
there is no space for timely feedback and decisions,
you do not want to test assumptions against the market.

Live searches

Searches currently in progress.

A sample of active searches, with confidential details removed.

Before we start

Frequently asked questions

A traditional agency often starts with CV delivery. We start with diagnosis, market mapping and passive-candidate access. The shortlist comes with context: why each person fits, what the risks are and what the market is telling us.

The model depends on difficulty and required involvement. For hard-to-fill roles, pure success fee rarely leaves enough room for serious market mapping, so we may recommend a hybrid or retained model when the search requires it.

You will usually see the first market signals early in the project. A full shortlist depends on niche, seniority and candidate availability, so we calibrate pace against the real market rather than promise one fixed timeline for every role.

Because we begin with market mapping, we quickly learn whether the required capability exists in the target market. If the brief is unrealistic, we say so and show what needs to change - role definition, compensation, location or expectations.

Yes. Depending on the role and engagement model, the guarantee ranges from 3 to 12 months. Terms are agreed explicitly in the contract before the project starts.

No. We support internal teams where the standard process reaches its limit: niche roles, passive markets, strategic searches and executive-level hiring. We complement your team - we do not replace it.