Task

The company conducted the search independently for over a year, including through several recruitment agencies; there were strict requirements regarding industry experience, and a shortlist of over 100 candidates. One of the key factors was that the candidate had to have good "chemistry" with the CEO.

Solution

Our search took about a month. We presented two candidates to the client, but he rejected both following the interviews.

The Russian market was thoroughly researched; the final candidate was found in the UK, where he had been working at a major consulting firm and, as it happened, saw an opportunity and wanted to return to Russia.

The multi-stage process of interviews, evaluations, and candidate approvals took about five months. There were about ten rounds of interviews with various top managers and specialists, psychological tests and assessments, a lie detector test, and a thorough security check (the candidate had worked for many years in a hostile country); during this time, it was important to maintain the candidate’s interest so that he would not decline the offer.

Following the completion of all selection procedures, the candidate received an offer, which he accepted, and began working at the company.

Task

A major international oil production company approached us with a request to find a candidate for a key position: “Field Development Director.” The role involved managing all subsurface operations in the fields of petroleum engineering and geosciences, as well as reporting directly to the CEO of the Russian subsidiary and functionally reporting to the vice president at the overseas headquarters.

The main challenge lay in the high requirements for professional competencies and fluency in English, as all communications with foreign colleagues and management were conducted exclusively in English.

We developed a search strategy that included:
- Mapping target companies — we identified key players in the market where potential candidates might be working.

- In-depth market analysis — we reviewed the profiles of professionals with experience in the oil production industry and in managing large-scale production projects.

- Assessment of language skills — during the initial screening phase, we paid special attention to English proficiency to minimize risks during the final interviews.

Solution

A pool of candidates was quickly assembled, but not all of them met the English language requirements. This created the risk that not all candidates would make it to the final interview with the company’s vice president, which was intended to involve an in-depth discussion of professional matters.

After a thorough selection process and a series of interviews, the client selected one candidate who not only possessed all the necessary professional competencies but also excelled in the final interview with the company’s vice president.

The candidate was extended an offer, which he readily accepted.

Task

The main challenge was that the candidate’s profile had to include leadership experience in both the real estate development business and manufacturing assets—a combination that is extremely rare in a single individual.

Another important factor was that the business had historically been managed by a family of shareholders, and for the owners, this was their first experience recruiting a CEO from the open market.

Solution

We identified candidates who combine successful professional experience across various industries with the qualifications sought by the shareholders.

Support Partners’ experts evaluated the finalists using the Hogan Assessment, which provided the shareholders with more detailed information regarding the candidates’ competencies and motivations.

Task

We were approached by a long-standing partner—a company with which we have collaborated on numerous HR projects, ranging from executive recruitment to strategic sessions and salary surveys. This time, the challenge was significant: to find a Chief Financial Officer who would drive the holding company’s financial strategy.

What did the client want?
- A professional with a strong background, capable not only of managing finances, but also of:

- Building effective communication and leading a team.

- Working on cross-functional projects, being engaged, and taking responsibility for results.

- Adapt quickly to changes and juggle tasks while multitasking.

Solution

How we approached the project:
- Diving into the task: We sat down with our partner, analyzed the brief in detail, and drew up a profile of the ideal candidate. This step is essential—a clear understanding of the requirements saves everyone time.

- Targeted search: We launched the process by tapping into our database of “warm leads.” Within just 2 days, we presented the client with a pool of strong candidates.

- Confidentiality and relocation: The search was sensitive—until the first meeting, the candidates didn’t know which company we were talking about. We know how to pique interest: we describe the project in a way that makes professionals want to participate, while maintaining reputation and trust.

- Selection: The first stage was an online interview with decision-makers. The second was a case study to test the candidates in practice. The finalist was presented at a face-to-face meeting with the company owner.

Our candidate received an offer and is now successfully working at the holding company, strengthening the finance function.

Task

One of the company’s shareholders, who had previously held this position, decided to step back from day-to-day management and entrust it to a strong senior executive, whom we were tasked with finding.

Typically, candidates for such a position are evaluated based on their experience managing not only the production side but also the commercial operations of the company. Another requirement worth noting was the mandatory relocation to one of the cities in the Urals region, where the production facilities and the company’s head office are actually located.

The newly appointed CEO was set to lead the company during an exciting and dynamic period for it. The shareholders planned to significantly expand production, and no one had canceled the requirements for growth in turnover and profit.

Solution

The search began and lasted about a month. During that time, in-depth interviews were conducted with eleven potential candidates, three of whom were referred to the client. Subsequently, meetings were arranged with them at the company. A clear favorite emerged fairly quickly. And that’s when the challenges began.

This candidate had lived and worked in St. Petersburg practically his entire life and had no experience with full-scale relocation. You know, it’s quite difficult to “charm” a St. Petersburg native with any other city. And in this case, it wasn’t “love at first sight.” The family wasn’t thrilled either.

Together with the client, we created a guide for the candidate and his family highlighting the best schools and preschools in the region, with an emphasis on their advantages. We also worked with HR to develop a support program to assist the candidate and his family with relocation and adaptation to the new location. As a result, the candidate accepted the job offer and has been working successfully for six months now.

Task

We were approached by a major Russian manufacturer of engineering solutions for wastewater management. The company has been in the market for 18 years, ranks first in production capacity within the segment, and second in revenue.

Request: a marketing director tasked with building the marketing function from the ground up. What was needed was not just reinforcement, but a true transformer: someone capable of integrating online and offline marketing, building a team, launching the company into e-commerce, and updating the entire communication system—from catalogs to social media.

Key requirements included:
- Experience building digital funnels with a focus on lead generation and e-commerce (Ozon, Wildberries, Avito);

- Understanding of industrial branding and offline promotion (trade shows, catalogs, POS);

- Willingness to work “in the field”: launching processes from scratch, without existing infrastructure;

- High motivation, independence, and flexibility in communicating with business owners.

The client categorically did not consider candidates from open platforms, so the search was conducted through a closed expert database and direct industry contacts. And that’s something we
do well.

Solution

We conducted targeted market research—primarily focusing on manufacturing companies with a similar B2B model. We found a candidate at a Russian company who was temporarily working from abroad (Serbia). Despite the geographical distance, his experience, approach, and values were a perfect match.

The candidate went through the entire assessment cycle: interviews with key stakeholders, testing, and a polygraph. The offer was accepted. The full relocation to Russia took two months.

Task

We were approached by a major international container shipping operator. The company was planning a large-scale transformation, and the key objective was to strengthen the team by hiring a Director of Development. They were looking for someone with a rare combination of strategic thinking, industry expertise, and strong operational acumen.

Key requirements:
- Experience in container logistics;

- Skills in launching new routes and P&L-
-level responsibility;

- Ability to work at the intersection of operations, analytics, and
business;

- Leadership and readiness to manage a distributed
team;

- Flexibility regarding work format and high mobility.

Solution

First, we held a session with the owner and the senior management team to clarify not only the requirements but also the context: exactly what the new hire needs to change in the first year, which risks are critical to the business, and where the boundaries of their area of responsibility lie. The result was a detailed profile with 19 specific criteria, rather than an abstract description like “we need a strong strategist.”

Next came the search, which included headhunting elements. We utilized an industry database, activated our network, and made “cold” approaches to candidates at competitor companies. One of these candidates made it into the final three. The search scope was broad: we even reached out to candidates outside of Russia. The winner was a candidate from the UAE—with experience in international logistics organizations.

The evaluation process consisted of three stages. The first was an interview with us, focusing on motivation and cultural fit. The second stage was a case competition based on a real business challenge. The third stage was a presentation of solutions to shareholders and the executive team.

A week later, the client received a shortlist. Two weeks later, the candidate started work.

Task

In today’s fast-paced business environment, FMCG companies face a variety of challenges, including inflation and constant changes in product portfolios and consumer habits. Market leaders, such as our client, fully understand that times of change also present unique opportunities for growth and development. Therefore, the company decided to strengthen its team and create a new position of Chief Strategy Officer.

It was important to our client that the candidate have experience in the FMCG sector. This was perhaps the main challenge in the search. Because in the vast majority of international FMCG companies, all strategic decisions were and are made at headquarters. Only operational functions remain in Russia. Or, at best, participation in strategy development for sales and marketing. In Russian FMCG companies, a Chief Strategy Officer is also a rarity.

Nevertheless, such candidates were available on the market. We leveraged our industry contacts and were able to reach the right people fairly quickly.

Solution

As it turned out, we were the first to present the candidate, who was subsequently offered the position. But right now, professionals like this are in high demand. Right at the start of the selection process, our candidate received an offer from another company. Although the candidate was more interested in the position with our client, he was afraid of missing out on the job offer he had already received and ending up with nothing. For over a month, we stayed in constant contact with the candidate. It was important to keep him interested. It was all worth it. Soon, the candidate started working for our client.

Understanding the client’s needs and maintaining close dialogue with their top managers, on the one hand, and our extensive network of contacts plus a constantly updated candidate database, on the other, allow us to quickly close even the most complex projects.

Task

One of the leading companies in the alcohol market approached us with the task of finding a Chief Commercial Officer. This was not just a recruitment assignment—the company needed a top executive capable of taking sales to the next level, strengthening its market position, and bringing a fresh perspective to business development in a competitive environment.

Solution

Our approach to the search:
- We conducted an in-depth market analysis—examining the alcoholic and non-alcoholic beverage segments, identifying key players, and compiling a list of candidates.

- We identified all relevant executives—from commercial directors to key account directors—and gathered data on their achievements, experience, and competencies.

- We formed a pool of top professionals capable of handling the client’s challenges and presented the finalists to the company.

What was the key factor?
Our expertise in executive search and deep knowledge of the beverage market. We selected a leader who combines strategic thinking, experience working with major clients, and an understanding of the industry’s specifics. Speed and accuracy also played a role: the client received not only a strong professional but also valuable market insights that helped in making strategic decisions.

Task

Our client needed an experienced leader capable of building a team from scratch and establishing the division’s operations. Another key objective was to significantly expand the company’s presence on online channels and multiply the division’s revenue. An important factor was that the company is in the midst of a business transformation and restructuring of all processes and approaches, and the shareholders have ambitious goals for exponential business growth.

It was important not only to find a professional and strong leader but also to convince such a candidate to move from a larger company to build a business from the ground up. Having worked in e-commerce and understanding the specifics of this market well, we knew what challenges we would face. But a professional approach and the ability to bridge the unbridgeable helped us succeed.

Solution

Not only did we find candidates with the necessary experience, but we also managed to pique their interest in this opportunity. As a result, the client received a pool of candidates, conducted preliminary interviews, and selected the ideal leader—a business unit driver who was highly motivated for the role.

As a result, our candidate successfully passed all stages of the selection process, accepted the offer, and quickly got to work.

Task

Our client was looking for a professional marketing director with experience in developing marketing strategies, managing product portfolios, launching new brands, leading teams, and executing online and offline promotions, as well as experience working with bloggers and influencers. He worked in an organization where marketing was the business driver. He spoke the language of numbers.

It is worth noting that the company did not have a marketing leader, only specialists. The function was managed by a shareholder. It was important not only to find a strong leader but also someone who would earn the shareholder’s trust to fully transfer the function along with valuable employees.

Solution

Thanks to our experience and in-depth knowledge of marketing directors in the industry, we were able to provide the client with a pool of candidates within a couple of days. The client conducted preliminary interviews, and one candidate made it to the final round; an offer was extended to that candidate just two weeks after the search began. As a result, our candidate quickly got to work.

Task

Our firm received a request from an IT company to recruit an HR Director. Having moved beyond the startup phase, the company had matured, established itself, and become a major player in its industry. The tasks now involved structuring internal HR processes, working consistently with the team, building a hiring process that meets the needs of an actively growing business, and managing the company’s internal and external employer brand.

The challenge was particularly interesting because the company had a distributed structure, including several offices in Russia and abroad.

This feature required future candidates for the HRD position to have experience in similarly diversified businesses, as well as the ability to navigate local legislation and integrate international teams.

During the initial briefing with the Client, we defined the key experience requirements for candidates for the position, and once the profile of a suitable candidate for the role was clarified, we began the search.

Solution

We focused on candidates with experience as HRDs or HRBPs at international IT companies, whose responsibilities included managing distributed teams. Equally important was experience working within a well-established corporate culture that employs current HR practices and methodologies.

A plus in the candidates’ backgrounds was experience in recruitment, either on the agency side or as an in-house recruiter/recruitment team lead, also in the IT market, since recruitment is a key responsibility for the future HR Director.

Following the initial search phase (which involved recommendations and networking within the IT market) and interviews with candidates, three strong, well-rounded candidates with the necessary experience and skills were presented to the Client.

All meetings with the Client resulted in positive feedback. The candidates also underwent assessment using the DISC methodology. Following consultations and a series of additional meetings, a finalist was selected who best aligned with the company’s dynamics, values, and the composition of the management team.

Task

A major investment firm approached us with a request to recruit a Chief Information Officer. The goal was to audit the current IT system, optimize processes, and develop a digital transformation strategy, including the launch of new digital products.

Following a briefing with the client’s team, we developed a candidate profile: deep expertise in the investment sector, experience managing large-scale IT functions, and a track record of successful transformations in a rapidly changing business environment. We placed particular emphasis on leadership qualities and the ability to think strategically within a business context, rather than solely in terms of IT.

Solution

Given the high level of confidentiality and the client’s extensive stop-list, the search was conducted with particular precision. We compiled a long list of relevant candidates and held initial interviews with them. The project was complicated by the fact that the client had a deep understanding of the industry and was very detail-oriented.

Several candidates were put forward for consideration, one of whom received support from all key stakeholders. The finalist possessed the necessary expertise, experience in implementing complex projects, and—crucially—shared the client’s view of IT as a business driver.

The process of finalizing the offer took another three weeks—discussions focused not only on the terms but also on the candidate’s future role within the management team. The candidate took the position, and the project was successfully closed.

Task

We received a request to recruit a Commercial Director for a systems integrator operating in the industry sector. Shortly before this, the company had a change in CEO, and the shareholders had set ambitious goals for him to expand the business.

As part of the organizational restructuring, a decision was made to recruit a Commercial Director who would be responsible for reforming the function, expanding the company’s presence in the Russian market, and identifying opportunities for international growth.

Following a detailed briefing with the client, we agreed on the candidate profile and began the search. In addition to successful management experience and commercial leadership, it was also important for candidates to have a good understanding of the industrial market and experience working on international
projects.

Solution

It should be noted that the IT practice had implemented several projects with similar scopes over the past year; we had thoroughly researched the market and therefore decided to first reach out to strong candidates we already knew to clarify their current status and readiness to consider proposals.

As a result, seven profiles were submitted to the company for consideration. After several rounds of negotiations, two candidates from the list were asked to present a brief vision for the development of the division. Concurrently, our experts conducted an assessment using the Hogan methodology, which helped highlight the candidates’ strengths and their potential compatibility with the company’s current leadership team.

Following all final meetings and discussions, a decision was made to extend an offer to one of the candidates. It took some additional time to finalize the terms and KPI aspects.

Our candidate started working for the client and successfully completed the probationary period with positive feedback.

Task

A fintech startup approached us with the task of finding an HR Director. Over the course of a few years, the company had grown from a small project into a major business: the team had expanded, as had its ambitions, but it still lacked a fully-fledged HR function. The goal wasn’t simply to fill a vacancy, but to find someone who could build processes from the ground up and serve as a bridge between the founders and the team.

After a briefing with the owners, it became clear that their expectations for the candidate differed. But through discussions, we developed a clear job profile, defining key tasks: automating HR processes, establishing a recruitment function, shaping corporate culture, and developing the company’s brand—both internally and in the market—plus talent development.

Solution

How we approached the search:
- We focused on candidates with hybrid experience—those who had worked in large corporations with established processes and in startups, where speed and direct contact with founders are crucial.

- We compiled a shortlist of 5 relevant candidates, taking into account not only their expertise but also their alignment with the company’s values.

- We organized three rounds of interviews with the founders and the top team to select the best candidate.

We were looking not just for an HR specialist, but for a leader who combines strategic thinking, the ability to work in uncertain conditions, and the skills to build processes from scratch. Personal fit was a key factor: the finalists took the Hogan assessment, and we gathered detailed references. After analysis, two candidates from the fintech and IT sectors made it to the final round, and we chose the one whose motivation and values perfectly aligned with the company’s culture. Interestingly, the candidate also chose our client over other offers—it was a mutual match!

Task

We often work on projects that require finding strong managers to free owners from day-to-day operations. One such project involved recruiting a COO for a vendor company in the information security sector.

What did the client need?
The company had moved beyond the startup phase, established a product portfolio, and secured a foothold in the market. A leader was needed to drive active business growth and support management processes. The role of COO was intended to lead to a promotion to CEO upon successful integration.

Solution

Following the briefing, we compiled a long list of candidates with expertise in information systems, emphasizing business development experience.

We identified key qualities: proactivity, speed, and boldness in testing hypotheses.

We presented four candidates to the client and later added another strong professional who had re-entered the pool.

Our ability to listen to and understand the client ensured a long-term match. We emphasized the candidates’ managerial competencies and energetic approach, which perfectly aligned with the company’s expectations. The decisive factor was the return of the third candidate, with whom the client established an excellent rapport.

An offer was made to the third candidate, who quickly integrated into the team. Four months later, he took on the role of CEO and has been successfully leading the company for six months now, taking it to a new level.

Task

The main challenge was that the candidate’s profile had to include leadership experience in both the real estate development business and manufacturing assets—a combination that is extremely rare in a single individual.

Another important factor was that the business had historically been managed by a family of shareholders, and for the owners, this was their first experience recruiting a CEO from the open market.

Solution

We identified candidates who combine successful professional experience across various industries with the qualifications sought by the shareholders.

Support Partners’ experts evaluated the finalists using the Hogan Assessment, which provided the shareholders with more detailed information regarding the candidates’ competencies and motivations.

Task

We were approached by a major real estate developer ranked among the top 10 in the residential sector. The company has been growing steadily even during challenging times, but recognized that without a mature HR function, its future growth would be limited. They needed not just an HR director, but a strategist and integrator capable of building the entire HR management framework from the ground up.

The task was to find a single person who combined:
- Experience in digitizing HR processes and implementing OKRs,

- Expertise in knowledge management and launching a corporate university,

- An understanding of the specifics of construction and the ability to adapt strategies to the realities of construction sites.

Solution

The market for such specialists is extremely limited. We started with mapping: we analyzed personnel movements at the top 30 developers, focusing on those who had already undergone HR transformation. Within a week, we compiled an up-to-date long list and conducted 8 preliminary interviews.

The deciding factors were:
- Precise definition of requirements: strict criteria for must-haves, flexibility on secondary parameters;

- An “active” network of candidates—the second finalist was already familiar with our team from past projects and quickly got on board;

- Market trust — the position was confidential, but interested candidates reached out immediately.

Result — it took 5 weeks from the briefing to the offer. The candidate got to work right away: he established a system for regular performance reviews, launched analytics for HR processes, and created a corporate university project.