Decoding the Job Market with Wiesmann & Co.

Recruiting an executive cannot be improvised. These rare, strategic, and highly sought-after profiles require a different approach: more discreet, more targeted, more human.

Here are our proven strategies for effectively recruiting high-impact leaders.

Understand the expectations of senior profiles

Executives aren't just looking for a job; they're looking for a project, a vision, and a company culture aligned with their values.

You need to be able to "sell" the company to them just as much as they sell themselves.

Define a clear and strategic profile

Before searching, you need to know precisely who you want to recruit: what skills, what demeanor, what experience?

We help you define a job description tailored to the organization's context and challenges.

Prioritize discretion and trust

Executive recruitment often involves confidential approaches (executive search).

Wiesmann & Co. uses direct sourcing methods while respecting the ethics and confidentiality of the process.

Evaluate leadership, not just the CV

For executives, soft skills are often more decisive than diplomas.

We use evaluation frameworks based on potential, demeanor, vision, and the ability to unite people.

Cultivate the candidate experience

The higher the level of responsibility, the more the candidate expects a smooth, clear, and professional relationship.

A process that's too long or poorly managed can harm your attractiveness.

Conclusion

Recruiting an executive is a strategic investment. Thanks to a rigorous and human methodology, Wiesmann & Co. supports you in attracting the leaders who will drive your company forward.