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Premier Executive Recruitment Solutions in Denmark
Keller is an executive search consulting firm offering comprehensive recruitment services. Our goal is to assist companies in finding the right talent with the skills to usher business success. To do this, we tailor our approach to executive search to fit the recruitment needs of the client and their business. For example, some clients may prefer hiring only local candidates, while others want to expand the search to include global talents, even if prospects may not be able to attend in-person interviews.
Denmark has a small but highly developed economy with a strong focus on innovation and international trade. It boasts a well-educated and highly-skilled labor force, a large service sector, and a strong industrial base. The country also has a strong commitment to free trade, which has helped to open up markets for Danish businesses.
Our consultants in Copenhagen are committed to searching for talents with the right skill set and experience to lead a workforce and a business to success. To do so, we utilize a wide range of recruitment tools and our extensive network of contacts to gain access to candidates who meet the client’s hiring requirements.
This commitment to finding the right candidates is one of the many qualities that distinguishes us from other executive recruiting firms.
As mentioned, Keller tailors our executive search strategy to the unique needs of every business, ensuring they land the ideal professionals for leadership roles. This is one of our firm’s main selling points, garnering us a long-standing reputation for reliable, superior-quality recruitment services.
In addition to offering bespoke services, we also take local nuances into consideration in our recruitment strategy. These include country-specific issues, company culture, workplace environment, traditions, and beliefs-all of which help us find the right candidates who can thrive in the right team.
Beyond executive search and recruitment, Keller provides transition planning services. These include recruiting leaders for interim management, succession planning, and outplacement services. We also offer employee coaching and leadership development assistance, as well as business transformation and organizational consulting.
The first step in our executive search process involves establishing what the role requires and what the client expects from the candidate who will fill the role. This may include their personality, management style, and past experiences. Only once we have established all of these parameters can we start the search process.
When searching for candidates, we utilize traditional and non-traditional recruitment channels to gain access to both local and global talents. We also take advantage of our extensive network of contacts for candidate referrals. Our partnership with NPAworldwide is especially helpful when we are headhunting talents for niche roles or for industries where there is high demand but low availability.
Our consultants contact all the candidates who meet the client’s requirements to establish whether they are interested in a new position or learn what it would take for them to take on a new role. Candidates who are interested go through an extensive assessment that involves background checks and confirmation of their past performances.
Talents who pass the assessment will be shortlisted and presented to the client. The organization can also conduct their own interviews and evaluations before hiring an executive to join their leadership team.
One of the main benefits customers get out of partnering with Keller is our personalized executive search approach. This approach would not have been possible without the extensive knowledge and expertise of our talented recruiters who had a hand in developing and refining our current search method.
That is to say, Keller once used an entirely different methodology to the one we use now-it was a generic approach that initially served us well. However, as time progressed and we started to engage in more challenging searches for clients, we began to notice the limitations of this one-size-fits-all approach.
It was during one particular engagement, which a few of our consultants might remember, when we finally conceded that something needed to change. We had received the task of finding a suitable senior executive from a prominent customer and, in our naivety, believed that our generic method would produce results.
Produce results it did. However, the professional we landed on for our client was not culturally aligned with the other members of their leadership team. Ultimately, the placement was a mistake and we were left to face the consequences. The incident highlighted the fact that generic approaches rarely yield good results for high-level searches, and that considering our customers’ unique requirements was paramount.
After amending our strategy, we noticed a considerable increase in our placement success rates. We have also garnered lasting renown for our attention to detail and personal touch. In the spirit of maintaining the level of success and quality we have become known for, we are committed to continuous learning and staying up-to-date with the latest developments in the field.
Keller helps clients in Denmark and around the world identify and recruit top candidates ideally suited to their needs. In doing so, we play a vital role in the growth and success of organizations, helping them maintain a competitive edge.
All of the people on our team are specialists, possessing a deep understanding of the industry and many years of experience under their belts. We rely on their broad expertise to connect employers with the right professionals in the sectors they operate in.
Consequently, you can have complete faith in our firm to locate the right candidate for your business requirements.
Companies generally have unique requirements and expectations for potential executives. Individual industries also differ in what is required from candidates. For instance, the expectations of retail management are quite different from marketing management. At Keller, we cater to all companies regardless of industry. Below is a non-exhaustive list of the sectors we accommodate in Denmark:
In addition to catering to diverse sectors, Keller can staff roles across the employment spectrum. This includes various mid- to senior-level positions, such as:
Consult Keller’s Insights section below for tips for maintaining your company’s competitive edge in today’s often turbulent market conditions, improving employee morale, and boosting the overall health of your business.
Keller ensures our recruiting specialists are available throughout the executive search process for consultation and feedback. Our team is also readily accessible for clients to contact should any issues arise during the engagement, so that we can address them before they cause unnecessary delays.
We also go the extra mile to ensure our client’s safety and security are kept intact during the partnership. This means we will not share any personal or confidential information other than what is necessary for the engagement in accordance with national and regional data protection laws. Being discreet prevents the leakage of sensitive information about the client, the company, and the candidates. This also prevents the company from suffering any backlash from stakeholders.
Lastly, we put great importance on helping a company achieve success. Thus, we do more than a basic candidate search. We conduct detailed assessments of every candidate focusing on more than just their professional credentials to ensure the perfect fit. We also champion diversity and inclusion and will never discriminate against any candidate based on demographic factors like gender, age, or race.
Although we conduct searches with the highest level of care and consideration for our customers’ requirements, we recognize that our approach is not infallible. To mitigate risk, we provide a 210-day replacement program.
This means that if the client fails to find a suitable candidate from our talent pool, if the talent fails to integrate into the company, or if the prospect clashes with other executives due to differences in leadership style, we can offer to redo the search at no extra cost. This is, however, provided that the search follows the same hiring parameters as before and we are notified of the problem within the first 210 days following the hire.
Reach out to Keller today to schedule a consultation with one of our recruitment specialists.
"Keller did an excellent job finding someone to fill a gap in our leadership team. They listened to our requirements and delivered great results in a short time. We will certainly be looking to use them again in the future."
- Peter D., Managing Director
"Keller's personal touch sets them apart. They didn't just send us a stack of resumes-they carefully selected candidates who aligned with both our company's vision and needs."
- Nikolaj R., Executive Chairman
"Keller's approach was thorough yet efficient. They took the time to understand our unique challenges and found us a candidate with the technical expertise and leadership skills to drive change across our organization."
- Lars M., Human Resources Director
Being found by an executive recruiter should be high up on every professional’s agenda. You should position yourself to meet and assist them as early on in your career as possible.
The easiest way to increase your visibility in the job market is to be active on social media platforms like LinkedIn. Regularly updating your profile with your most recent professional achievements and employment history is important, as well as your contact details and personal information. Another way of putting yourself on the path of executive recruiters is by attending networking opportunities like conferences and aiming to be a panelist or speaker at these events.
Also, bear in mind that recruiters are always seeking to expand their network and market knowledge. If you know of someone who would be a good match for a role a recruiter is working on, refer the candidate to them. Doing so might paint you as helpful and earn you a career opportunity in the future.
Always be professional and courteous when dealing with executive recruiters. Your goal is to get noticed without wasting their time or appearing pushy or desperate.
Executive-level searches are often lengthy and resource-intensive, which is why many firms prefer to partner with an executive recruitment agency. This also makes them costly. Additionally, executive recruiters often work under a retained search model. This involves paying the agency an initial fee to engage their services, plus two or three additional payments after reaching certain search milestones.
Typically, the total amount paid to an executive recruiter is a percentage of the total compensation a successful candidate would earn in their first year. The average percentage is around 20% to 25%, but because executives often receive six-figure salaries, the executive recruiter’s bill can be quite high.
If you would like to know more about Keller’s pricing plan, please fill in the contact form on our website.
The answer to this question depends on several business-related factors, including budget, goals, and leadership needs. As you might be aware, collaborating with a headhunting and executive search agency like Keller can be costly, so it is important to do your research before you commit.
Additionally, not all search firms are created equal. It is, therefore, wise to investigate the one you plan to partner with to ensure it will align with your expectations and budget. Check that what they offer can deliver what you need and that they provide a guarantee on their placements should something go awry.
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