Executive search for consulting & corporate financeErdtsieck . Vrieling . Van Loon
Probably the best network
At EVVL, we firmly believe in the power of focus. It’s the driving force behind everything we do. Our area of expertise? Executive search for Director and Partner positions in the consulting and corporate finance realm. That’s our niche, and we excel at it.
What sets us apart is the strong foundation we’ve built over the years. Each search project builds upon the knowledge and connections we’ve cultivated from over 1,000 successful placements since 2000—just let that sink in for a moment.
The result? We boast probably the best network in the industry.
This exceptional network forms the backbone of our executive search approach. It grants us unparalleled access to the industry’s top talent—the crown princesses and princes, if you will. We pride ourselves on making discrete introductions to leading employers, connecting the right people at the right time.
"Our network provides unrivalled access to the proverbial crown princess and princesses of the industry. And discrete introductions at leading employers."- Lara Erdtsieck
Deep market intelligence
But it doesn’t stop there. We’re obsessed with ensuring a sublime fit that remains sustainable in the long run. That’s where our deep market intelligence comes into play.
We’ve analyzed and evaluated countless consulting-related transfers, identifying key predictors of success. One crucial factor we’ve discovered is the leverage ratio of a firm or team, along with their goals for business development, delivery, and practice development. It’s a central element that shapes virtually all other relevant subfactors. To address this, we’ve developed our own proprietary working method, finely tuned to this phenomenon.
Our method does away with superficiality and random matches. Yes, it can be confronting at times, but we firmly believe that it’s essential for long-term success. We prioritize substance over superficial connections.
If you’re curious to learn more about our approach and how we can assist you, don’t hesitate to reach out. Let’s explore the possibilities together.
"Our method does away with superficiality and random 'matches'. And that can be quite confronting from time to time."- Henk-Jan Vrieling
Trackrecord (since 2000)
Face to face interviews
- Consulting firm 52% 52%
- M&A firm 21% 21%
- Corporate strategy/transformation 16% 16%
- Portfolio management PE 6% 6%
- CxO at scale-ups 5% 5%
- Energy & Utilities 21% 21%
- Financial institutions 20% 20%
- Consumer Products & Retail 17% 17%
- Manufacturing & Logistics 14% 14%
- Public & Health 9% 9%
- Telecom & Media 5% 5%
- Other 14% 14%
- M&A, Valuations & Transaction Services 21% 21%
- Digital/Technology, Cybersecurity & Data 18% 18%
- Operations & Supply Chain 17% 17%
- Strategy & Transformation 13% 13%
- Customer & Marketing 11% 11%
- People & Change 9% 9%
- Finance, Risk & Compliance 6% 6%
- Innovation & Sustainability 5% 5%
Way of working
Our way of working aligns seamlessly with that of a consultant—analytical and structured. We understand that sustainable success lies in the details, which is why we’ve developed a formula that is fully aligned with the consulting industry. This formula has been perfected through years of collaboration with our clients. Every search project follows the same eight steps, ensuring a consistent and effective process.
A deepdive in all relevant details for a successful transfer of a partner and possibly an entire team. We agree on process and timelines of the project. A positive assessment of the achievability is an absolute condition for entering the search assignment.
2.Profile & strategy
The collected information is translated into a chrystal clear profile. We only distribute this profile after you have signed off on it. We also create the most fitting search strategy. This means prioritizing relevant ’targets’, so the most interesting candidates are in front of the line.
3. Approach network
By deploying the network that we built over the last 20 years, we search for the most relevant candidates. Careful and discrete. Usually we already know them. If not, we will find a way to connect via a warm introduction. Since searches at this level are usually confidential we do not advertise. After in-depth discussions regarding the profile we determine if the candidates background and motivation is strong enough to make the next step.
In personal interviews we screen the candidates in relation to all ins and outs of the profile. A crucial point in the process. Our 20+ years long experience in executive search, complemented by our experience as entrepreneurs, investor, and board member, ususally makes us an equal conversation partner. Interviews always take place at discrete locations and at times that are convenient for the candidate.
5. Shortlist presentation
We discuss the outcomes of the interviews with you and jointly decide with which candidates we will be arranging follow-up interviews for you. Of course we will inform you of our findings first. You can be sure that we will also point out potential weaker points.
6. Client interviews
You follow your internal interview process. We support this process with preparation calls and evaluations of all meetings. And, if so desired, we will help you sharpen your process or interview techniques.
7. Closing the deal
All relevant issues have been addressed and all expectations are tightly managed. So a proposal that you make to the winning candidate should -in theory- be accepted. However, practice shows that oftentimes something does come up that needs to be dealt with. We help close the deal if necessary.
We look back on the assignment. An evaluation of the process but also of the placement after a number of months. In order to keep learning and improving, we follow the progession of candidates closely.
Leadership DD for investments or take-overs
We help investors with thorough due diligence on the leadership team of a take-over target or a potential investment opportunity.
It is commonly known that having a succesful leadership team in place with potential to grow (with) with the business is one of the most important successfactors in case of a take-over or investment.
Nevertheless this factor is usually not part of the DD process. It remains an area where gut-feeling is the most important benchmark.
By using proven tools and psychological profiling interviews we provide an in-depth fleet review of the team and all individuals in it.
We look at (a.o.): vision, capacity to connect people, execution power and growth potential. Due to our years long experience as entrepreneurs, investors and headhunters we are able to paint a practical picture of these matters.
Curious about the possibilities?