Senior & Executive Hiring
A general manager, a chief engineer, a plant director — a handful of appointments decide whether the next three years of a business go to plan. KUTA runs these mandates as a confidential, evidence-led search rather than a vacancy advert.
Executive Hiring Is Not Volume Recruiting
At executive level the shortlist is not the hard part — deciding who to approach, and persuading them to listen, is. The pool is small, most of it is not on any job board, and a mis-hire is measured in years rather than weeks.
A senior mandate therefore starts with a market map: which companies in which regions actually grow people of this calibre, how comparable roles are structured and paid, and what would make a credible candidate take the call. Only then do we approach.
Discreet by Default
Replacement mandates can be run without naming the client in the market until a shortlist is agreed
Motivation, Not Just CV
Every candidate is assessed on why the move makes sense for them, so offers are less likely to be declined late
Guarantee Period
Check-ins through probation, and a free replacement should the appointment not hold
When Clients Mandate a Senior Search
Succession & Replacement
A retirement, a resignation or an underperforming incumbent — handled discreetly and without destabilising the team
New Plant or New Entity
Building a leadership team from the ground up for a new site, a joint venture or an overseas base
Transformation & Turnaround
Leaders who have taken a plant or a business unit through restructuring, digitalisation or a step change in performance
How a Senior Mandate Runs
Six stages, each with a defined deliverable, so the client always knows what has been done and what comes next.
Role Definition
Working session with the board or hiring line to agree the mandate, the decision criteria and what success looks like in year one.
Market Mapping
Target-company map, pay benchmark and a written search strategy issued for approval before outreach begins.
Confidential Approach
Direct approach to named individuals, including people who are not actively looking, under strict confidentiality.
Assessment
Structured interviews covering track record, technical depth, leadership style and motivation, with references taken where authorised.
Shortlist & Report
A short written report on each finalist — strengths, risks and fit against the agreed criteria — followed by client interviews.
Offer & Negotiation
Support on package structure, counter-offer handling and notice periods until the offer is accepted.
Onboarding
Check-ins with both parties through the first months to help the appointee land well in the organisation.
Guarantee
Free replacement within the agreed guarantee period should the appointment not work out.
Where We Hire, and at What Level
Our senior practice is built around the industrial sectors we know in depth, so a consultant can hold a credible technical conversation with a chief engineer as easily as a commercial one with a managing director.
| Sector | Typical senior roles |
|---|---|
| Energy & chemicals | Plant director · operations manager · technical director · HSE head |
| Marine & offshore | Yard general manager · project director · chief engineer · QA/QC head |
| Advanced manufacturing | Factory head · manufacturing excellence lead · R&D director |
| Cross-border projects | Country manager · regional director · overseas project director |
Volume hiring at engineer and supervisor level is handled through Engineering Staffing for New-build Projects, and mid-to-senior permanent search through Executive Search.
Appointing at the top? Run it as a search, not an advert.
Send us the mandate and a sector consultant will come back within one working day with a view on the market, the timeline and the approach.
Or email us directly at Enquiry@kuta-hunting.com · Hotline +86 21 6487 6068 / 6487 6082