Executive Recruitment & Selection Advisory

Hiring is a strategic act.

Every senior appointment shapes culture, execution speed, governance quality, and long-term performance. Recruitment is not about filling vacancies. It is about strengthening the system.

With over 35 years of leadership and organizational experience, I support executive teams in designing and executing recruitment processes that secure high-caliber talent aligned with strategy, culture, and performance expectations.

What I Deliver

Strategic Recruitment Architecture

  • Define the role in strategic terms: mandate, decision rights, performance impact

  • Clarify success criteria for the first 12–18 months

  • Align hiring profile with organizational direction and transformation agenda

  • Design market positioning and attraction strategy

Executive-Level Candidate Pre-Selection

  • Personally assess and screen candidates

  • Evaluate leadership maturity, decision-making style, and system awareness

  • Present a focused shortlist aligned with strategic requirements

  • Reduce executive bandwidth spent on unsuitable profiles

Advanced Selection Assessments

  • Design bespoke selection formats beyond CV and interview

  • Test leadership behavior under pressure and ambiguity

  • Assess cultural alignment and team interaction dynamics

  • Identify risks early — before appointment

Cultural & Team Fit Diagnostics

  • Map team dynamics and complementary leadership styles

  • Analyze how a candidate will operate within the existing leadership architecture

  • Ensure alignment with governance, sponsorship, and accountability structures

Recruitment Process Optimization

  • Review and redesign existing hiring processes

  • Improve candidate experience without compromising rigor

  • Increase efficiency, quality of hire, and market positioning

My Working Philosophy

Clarity before search
Define what the organization truly needs — not just what the job description states.

Behavior over biography
Past achievements matter. Leadership behavior under complexity matters more.

Cultural alignment without cultural cloning
Fit does not mean similarity. It means productive complementarity.

Strategic perspective
Every hire must strengthen execution capacity.

Business Impact

A disciplined recruitment approach delivers:

  • Higher quality of hire

  • Reduced executive mis-hires

  • Stronger leadership team cohesion

  • Faster integration and contribution

  • Lower long-term retention risk

Why Salomons.Coach

  • 35+ years of executive and operational leadership experience

  • Deep expertise in organizational design, governance, and team dynamics

  • Independent, candid advisory approach

  • Strategic and behavioral evaluation combined

I do not act as a volume recruiter.
I act as a strategic hiring partner.

From Vacancy to Strategic Appointment

If you are appointing leaders, specialists, or key operational roles in complex environments, the selection process must reflect the importance of the decision.

Let’s design a recruitment and selection process that strengthens your organization — structurally and culturally.

Contact me to discuss your hiring challenge.

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