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LORR Personalberatung

Service · Winning people

Executive Search & Professional Recruitment.

When a hire is too important to leave to chance.

Discuss a search in confidence I need interim recruitment leadership instead

I fill specialist, leadership and business-critical roles through structured, individual direct approach. Personally led from the first analysis through and beyond the contract phase — no handover to junior research, no anonymous introductions.

Based in Berlin, searching nationwide across Germany.

  • A confidential succession or replacement search running alongside a current appointment.
  • A key role in a narrow, hard-to-see market.
  • A passive target group that does not respond to advertisements.
  • A role whose search scope and shape still need to be sharpened.
  • A repeated mis-hire — where the cause lies in process or profile.

Two mandate models

Which model fits your role.

Executive Search and Professional Recruitment do not differ in the standard applied, but in the pool of candidates and the degree of discretion required. I lead both personally.

Executive Search

For leadership and key roles that must be filled with discretion.

What it includes
Filling positions where confidentiality, reach into my network and personal leadership of the entire process make the difference.
How it runs
Individual direct approach rather than advertising, led personally from profile definition through to the contract phase — with no handover to research.
A good fit when
The role is sensitive to communicate, the relevant pool of people is small and largely committed, or an open search has already run without the right result.
What you receive
A written role profile, a documented search scope and a personal assessment of every person introduced.

Professional Recruitment

For specialised professional and management positions with a reachable market.

What it includes
Filling qualified specialist roles for which an active candidate market generally exists — with the same care in selection and support.
How it runs
Direct approach with a wider reach, complemented by targeted market screening. One point of contact from search to offer.
A good fit when
The shape of the role is clear, the market responds to approach, and speed and the quality of shortlisting matter most.
What you receive
A role profile, a deliberately small shortlist rather than long lists, and a clear assessment with every introduction.

Risk

The vacancy is visible. The risk behind it often is not.

What a mis-hire or an unfilled leadership or key role really costs does not show up in a single figure — it shows up across three axes that are rarely considered together.

  • Axis

    Time

    Every month a role of substantial responsibility stays open shifts leadership load, delays decisions and draws attention away from elsewhere.

  • Axis

    Decision

    A mis-hire usually only becomes visible late — the effort of separation, transitional leadership and starting again clearly outweighs the effort of the search.

  • Axis

    Market

    The relevant people are usually already committed. Reaching them takes time, discretion and a reason compelling enough to move them.

Search architecture

Five phases, each with a clear result.

Every phase sets out what happens, what involvement it requires and what artefact it produces.

  1. 01Mandate & context

    Mandate & context

    Role, responsibility, culture, expectations and non-negotiables are sharpened in conversation.

    Your involvement
    You provide context and access to decision-makers.
    Artefact
    A binding search and role profile, in writing.
  2. 02Search scope & mapping

    Search scope & mapping

    Target companies, segments, relevant people and likely motives to move are structured and captured.

    Your involvement
    Sign-off on target segments and off-limits companies.
    Artefact
    A documented long list as a shared working basis.
  3. 03Individual direct approach

    Individual direct approach

    Personal outreach — no database mass mailing, no anonymous introductions.

    Your involvement
    Confidential sign-off on how LORR presents the opportunity.
    Artefact
    A traceable market status with an honest response rate.
  4. 04Assessment & recommendation

    Assessment & recommendation

    Personal conversations, professional and personal assessment, reference evaluation.

    Your involvement
    Feedback on profiles, sign-off on introductions.
    Artefact
    A deliberately small, reasoned shortlist.
  5. 05Decision & support

    Decision & support

    Introduction, interview support, debriefing, contract phase and handover into the start date.

    Your involvement
    Prompt interview scheduling and honest feedback.
    Artefact
    A well-founded decision and a cleanly supported start.

Mandate results

What you actually receive during the mandate.

No black box, and no loose collection of profiles. Four robust working foundations lead from the search to the decision.

  1. 01

    Search & role profile

    An agreed picture of the task, responsibility, culture, must-have criteria and search scope — as the binding basis for outreach.

    Creates clarity before the first contact.

  2. 02

    Market picture & search hypothesis

    Relevant target segments, comparable companies and likely motives to move are structured and recalibrated as the search progresses.

    Shows where the right people can be reached.

  3. 03

    Personal candidate assessment

    For every person recommended, you receive motivation, professional fit, terms, availability, risks and open questions.

    Replaces volume of profiles with quality of decision.

  4. 04

    Process & decision steering

    Status, feedback and next steps stay transparent; interviews and the contract phase are personally coordinated.

    Prevents lost momentum on the way to the start date.

Executive Search

Leadership and key roles.

Substantial individual effort in outreach, assessment and support. For roles where a mis-hire costs more than any search. Mandate form, terms and search scope are agreed individually in writing.

  • Exclusive or as a second mandate, each set out in writing
  • Personally led, with no handover to research

Professional Recruitment

Qualified specialist roles.

Specialist roles with a clear brief and a functioning market. Personally led process, a broader reach in outreach, the same care in assessment.

  • For roles with a reachable target market
  • A deliberately small shortlist rather than candidate lists
  • Clear feedback on every introduction

Markets

Focused market expertise. Better-informed appointments.

The search runs nationwide across Germany, with particular depth in professional services — tax, audit and law firms — alongside real estate, industry and recruitment itself.

Questions

Frequently asked questions about the search.

Next step

Speak with me about the role.

An initial conversation is confidential and non-binding — and often the most honest way to assess a search properly.

Discuss a search in confidence

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