From HR to Executive Search .
Gijs studied HR and discovered recruitment during his internship. “The first six and a half years of my career I worked in secondment, mainly in the aviation sector,” he explains. “It was interesting, but at some point, I missed the depth. In executive search, the assignments we take on are exclusive to us, we’re the only firm working on that search, which allows us to act as a true partner and advisor to both the client and the candidate. That dynamic was exactly what I was looking for.”
Natalia’s path was different. She started at Successr through our Talent Acquisition traineeship and gradually grew into more complex assignments. “Over the past year and a half, I’ve been focusing more on executive roles and long-term projects. It felt like a natural next step. What excites me most is that every project is different; each one has its own puzzle to solve, and I get to dive deeper into the market.”
A new approach to projects .
For Gijs, working at Successr meant discovering a slightly different approach. “Of course, every search starts with understanding the client and their needs. But what’s different here is that right after the kick-off, we already have a calibration session. By then, Natalia had already done market research, salary benchmarking, and mapped out the potential talent pool. That strengthens the quality of the process. It’s not about speed, but about doing it right.”
Natalia adds: “My impact comes from a combination of data and a personal approach. At Successr, we rely on market insights, but we also make sure our outreach is warm and personal. We want to stand out from the many standard messages candidates receive every day. That’s how we create real connections.”
Gijs nods: “Another unique thing here is that sourcing is treated as a separate discipline. At many firms, the consultant does both, but here Natalia’s sourcing expertise brings enormous value to the process.”
Defining success in practice .
For Gijs, a successful executive search project depends on structure and communication. “Ideally, you want to complete a project within 8 to 12 weeks. To achieve that, both sides need to know what they’re responsible for: Natalia continues sourcing and engaging candidates, while I manage the intakes, pre-screenings, and client contact. Weekly or biweekly check-ins with the client are crucial. Even if a project takes longer, the client still knows what to expect thanks to transparency and communication, and their trust in the process remains strong.”
Natalia adds that success also depends on consistent outreach. “It’s not about sending one message and waiting. You need to know when to follow up, how to adjust your approach, and how to keep candidates engaged throughout the process. For example, I recently changed my outreach for an IT role into a small coding challenge, and suddenly the response rate skyrocketed. It’s about speaking the same language as the people you want to reach.”
Finding the right cultural fit .
Both agree that cultural fit is just as important as technical skills. Gijs emphasizes the importance of client feedback: “After each round, I make sure to brief Natalia thoroughly. What worked, what didn’t, and what the client valued in a candidate. That helps her refine the sourcing approach in real time.”
Natalia sees her role as translating that feedback into sourcing. “From a sourcing perspective, you don’t always see cultural fit right away. But by communicating closely with Gijs, I can adjust my search and make sure we align with what the client is really looking for.”
Common misconceptions .
One of the biggest misconceptions about executive search, according to Gijs, is the cost. “Some see it as expensive, but it’s truly an investment. You’re not just paying for a candidate, but for a dedicated team that focuses entirely on your position. Plus, you receive valuable market insights that help you make future hiring decisions.”
Natalia adds, “Executive search is not just about filling a role. It helps companies understand their talent pool, identify trends, and make strategic, data-driven decisions. It’s about achieving long-term advantage, not a quick fix.”
Advice for companies .
When asked what advice they would give companies considering executive search, both emphasize the importance of partnership. Natalia explains: “The more open clients are about their needs and goals, the better we can represent them in the market. We see ourselves as an extension of their team, not just an external agency.”
Gijs adds: “Exactly, it’s about partnership. Look at how a firm operates: do they spam the market, or do they represent your employer brand carefully? Also, ask what happens after placement. Do they offer follow-up, aftercare, and guarantees? That shows whether they’re truly invested in your success.”
Together, they summarise their approach simply: transparency, communication, and partnership. Or, as Natalia says with a smile: “We’re already a dynamic duo, and that makes the difference for our clients.”
Executive search is never just about filling a role; it’s about building long-term partnerships, understanding the market, and finding leaders who truly fit. With Gijs and Natalia at the helm, Successr offers clients a blend of structure, creativity, and transparency that truly makes an impact.
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