Most recruiters assess what a leader has done.
I asses the leader behind the track record.
Senior executive search in Belgium and Europe
My Philosophy
When a search mandate arrives, the work is already half done.
Twenty years of coaching and recruiting senior leaders builds something no database can replicate , a network of PEOPLE WHO TRUST YOU you, return your calls, and tell you the truth about a candidate. They know you understand what leadership actually requires. Not just the track record. The person behind it.
That's the difference between finding someone who fits the brief and finding someone who will still be the right choice in two years.
01. Sales / Marketing Head
02. Marketing and Communications Leader
03. Business Unit/Country Manager
04. Retail/Dealer Management
05. Digital Leadership, Data/Analytics Leadership
06. Brand and Category Leader
07. Human Resources Directors
08. Head of Talent Acquisition / Development
09. Strategic HR advisor / Director HR Business Partner
How I work
The brief
Most mandates arrive with a job description. I set it aside.
What I need to understand is harder to write down, the political reality of the organisation, what the previous leader got wrong, what the team actually needs from someone new. That takes a conversation. Sometimes two. I won't start searching until I can picture the person who will still be the right choice in two years.
the search
I don't search. I call.
Twenty years of genuine investment in senior leaders means the people I need are already in my network. Not as contacts, but as people who trust me. They take my calls because I've never wasted their time. They tell me the truth about a role because I've always told them the truth about themselves.
Every candidate I meet, I meet as a coach first. I'm not assessing a CV. I'm reading how someone carries authority, how they listen, how they talk about failure. Those are the things that determine whether a senior appointment holds — and they don't show up in an interview.
the placement
Finding the right person is the beginning, not the end.
I stay close through the offer, the transition, and the first months in the role — because that's when it gets hard, and that's when having a coach already in the relationship makes the difference. Not as an upsell. As a natural extension of how I work.
what stays
I offer a 12-month guarantee.
I've never been asked to use it.
One of the best Executive Search professionals I had the chance to work with.
"Manu takes time to understand the environment and the candidate to deliver the right match. His network in Europe is a real added value."
