Recruiting & Executive Search Consultants
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One result of the increasing globalisation, specialisation and dynamism of the economy is that very few candidates are being considered for many positions. The best candidates are often not actively looking for a career change. They must be approached in a targeted, knowledgeable and prudent manner in their industry and functional area. In these cases our Executive Search (Headhunting) is an ideal solution.


We have the ambition to find the best and right in one person.


If you have questions or are looking for qualified support, just send a short message with the following "Click for more!" button.


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Thomas Timothé Behncke

Managing Partner
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  • Executive Search (Headhunting)
    • A characteristic feature is the active approach to target candidates in the client's industry or competitive environment in the respective target country.
    • In addition, each INSECOGO® Partner (Headhunter) makes use of its intensive industry expertise, insider knowledge, strong networking and contacts, as well as an exclusive candidate pool with hand-picked top candidates.


    This gives us the most direct influence on the professional and personal quality of the candidates. We have the ambition to find the best and right in one person.

  • Benefits & Added Value
    • Only top Headhunter with high quality and proven professional and personal expertise, who have themselves been real specialists and executives on the client side, can talk to top candidates at eye level.
    • Depending on the client's wishes and project requirements, another unique selling point of our INSECOGO® Executive Search is the special form of our initial contact and interview process. In these cases we conduct career interviews with our candidates, which are more elaborate but show the candidates the highest appreciation. In addition, our candidates receive added value, even if they are not the client's preferred candidate in the subsequent selection process. We thus show our candidates possible career opportunities on the basis of their professional and personal skills, as well as their values, motives and attitudes, but as professional consultants we also show them possible risks. This is another significant difference in quality and an expression of our understanding of a true candidate experience. Contacting INSECOGO® Headhunters is therefore image-enhancing and creates a positive experience and image of us as consultants and of the client with its employer brand.
    • Wherever possible, we work with our own and professional research specialists with many years of experience in industries and functions. This is another considerable advantage for our clients in the competition for the best candidates. It means fewer interfaces, shorter distances, an even better understanding of the project and thus an even more professional and convincing approach to candidates.
  • INSECOGO® Executive Search Process

    The INSECOGO® Executive Search Process is a holistic approach with 7 defined sub-processes based on best practices and the latest scientific findings in the fields of executive search, selection procedures and personnel consulting.

  • Assessment

    The success of a company is primarily dependent on the performance and willingness of its employees. The systematic recording and evaluation of competencies, potentials, values, as well as the motivational and driving structure of specialists and executives − in particular through diagnostic selection and personality analyses, assessments and management audits − has become an important element of modern human resources work.


    With an assessment, individual potentials can be better recognised and selection decisions can be made even more precisely and more targeted.

  • Onboarding

    After the selection decision for the most suitable candidate in the executive search process, we support our clients on request with targeted onboarding and candidate coaching.


    By onboarding we mean the induction and integration, i.e. the "taking on board" of new employees by a company and includes all measures that promote integration.


    The onboarding of new employees usually takes place on three levels: professional, social and value-oriented/culture integration.

  • Outplacement

    Recruiting and releasing personnel (reduction of overcapacity) are normal components of "Management of Personnel Changes" in economic life.


    By offering qualified outplacement, you show social competence towards your employees who are leaving. Furthermore, you avoid or reduce internal and external image losses towards your employees and towards potential applicants as a possible employer (employer branding).

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