Appointing a CEO is one of the most critical decisions for an organisation’s future. Whether it concerns planned succession, an unexpected replacement or a leadership transition during a period of transformation, the right appointment can make the difference between stagnation and sustainable growth.
Odgers supports organisations in the Netherlands and internationally in identifying leaders who align with their strategic context, organisational culture and ambitions. We combine deep sector expertise with an international network and a structured search methodology.
The result is not simply a strong candidate, but the right CEO for today and for the future.
Odgers employs a holistic approach to CEO search that goes beyond simply filling a vacancy. We support organisations throughout every stage of the process, from refining the leadership profile to guiding the new CEO during the first months in the role.
Our approach is built on the LeaderBlueprint™: a framework that assesses leadership based on competencies, motivations and contextual fit.
We translate this methodology into three key phases: Identify, Build and Develop. This structured approach contributes to sustainable, future-proof appointments.
Appointing a CEO is not a standard recruitment challenge, but a strategic decision that has a profound impact on the heart of an organisation. The right CEO aligns with the organisation’s culture, stage of growth and strategic direction, and is able to translate ambition into direction and results.
For this reason, our approach is always tailored to your specific context and challenges.
With many years of experience in leadership appointments and succession planning, we ensure not only the right match, but also the right conditions for that match to succeed.
Every CEO search begins with a strategic exploration.
Where does your organisation stand today? What are its ambitions for tomorrow? And what transitions lie ahead – international expansion, digital acceleration, sustainability initiatives or cultural transformation?
The context determines the leadership required.
Working closely with board members, supervisory board members and other stakeholders, we create a clear understanding of the strategic priorities and transformation challenges facing the organisation. Based on these insights, we develop a future-oriented leadership profile that serves as the benchmark throughout the search process.
This profile includes both hard criteria, such as experience and achievements, and softer dimensions, including leadership style, behavioural characteristics and cultural fit. The assessment is based on the pillars of our LeaderBlueprint™ and forms the foundation for a robust and objective selection process.
Using the leadership profile as our starting point, we activate our global network of senior executives, supervisory board members and investors, complemented by our proprietary database and data-driven search tools.
By combining local market knowledge with international reach, we are able to move quickly and decisively, whether the assignment involves a family-owned business, a listed company or a private equity portfolio organisation.
We analyse relevant talent pools, conduct benchmark and competitor analyses, and provide advice on market positioning. In doing so, we address questions such as:
The result is a carefully curated longlist of candidates who not only meet the formal requirements, but also align with the organisation’s culture, stage of growth and ambitions.
Transparent, thorough and strategically grounded.
Our involvement does not end with the appointment.
Following placement, we continue to support onboarding, leadership development and team integration. Our objective is to position the new CEO for sustainable impact from day one.
A successful start requires more than introductory meetings and a full agenda. We support new leaders in understanding the organisational culture, building trust within the leadership team and defining their initial strategic priorities.
We remain involved beyond the first 100 days. Through coaching, 360-degree feedback and leadership advisory sessions, we support ongoing leadership development and continuity.
Through +pascal, our platform for executive coaching and mentoring for CEOs and senior executives in the Netherlands, we also provide access to coaches who understand the CEO role from first-hand experience.
A CEO shapes the direction, culture and performance of an organisation. They drive strategy, transformation and results, making them critical to both continuity and market positioning. CEO recruitment is therefore not a standard hiring process, but a strategic challenge that requires discretion, diligence and deep insight.
The demands placed on CEOs continue to increase. Organisations operate in a complex environment shaped by digitalisation, sustainability requirements, labour market shortages and growing societal expectations. In this context, the right leadership makes all the difference.
Ideally, CEO search does not begin when a departure occurs, but with forward-looking planning: defining scenarios, developing leadership profiles and building succession capability. A well-prepared strategy prevents stagnation and strengthens organisational continuity. It is not only about experience and achievements, but also about leadership that aligns with the organisation’s stage of growth, culture and transformation agenda.
Every organisation has its own context, challenges and ambitions. Our consultants are happy to discuss the leadership challenges that will shape the next phase of your organisation’s development.
Get in touch to discuss your executive search or leadership development needs.
Find a consultant Make an enquiryIn times of uncertainty – such as market disruption, mergers, reorganisations or crisis situations – leadership requires an exceptional combination of decisiveness and adaptability. A successful CEO transition requires a leader who can quickly gain oversight, build trust and act with purpose.
This is precisely why strategically planned succession is not a luxury, but a necessity.
Without adequate preparation, organisations risk a leadership vacuum or a lack of direction. Particularly during complex periods of change, it is essential that a new CEO possesses the relevant experience, conviction and resilience required to lead effectively.
Executive search reduces the risk of a mismatch and ensures leadership that is aligned with both the realities of today and the challenges of tomorrow.
When succession or replacement takes place on an ad hoc basis, unnecessary risks emerge, including:
Without a well-prepared succession planning strategy, there is often insufficient time for a thorough selection process, significantly reducing the likelihood of a sustainable match.
In addition, valuable internal talent frequently remains underutilised, while external candidates may not be adequately assessed for strategic fit. A reactive approach undermines continuity and erodes stakeholder confidence.
A proactive succession strategy, by contrast, creates opportunities for talent development, knowledge transfer and the appointment of a CEO who is well suited to both today's challenges and tomorrow's ambitions.
Odgers supports a wide range of organisations in appointing CEOs – from family-owned businesses and listed multinational corporations to private equity portfolio companies and non-profit organisations.
Every type of organisation places different demands on leadership. We understand the nuances of each context and translate these into a tailored leadership profile and search strategy.
Odgers distinguishes itself as an executive search partner through an approach that goes beyond the traditional headhunter model.
We consciously position ourselves as a challenger. Rather than relying on established candidate lists, we question conventional thinking, apply rigorous selection standards and consistently seek leaders who fit the strategic context of today and tomorrow.
Our approach is challenging but collaborative. We challenge assumptions while building relationships based on trust. We actively contribute ideas, share insights and work closely with clients to develop sustainable solutions.
We are also freethinking. Rather than applying rigid processes, we tailor our approach to the unique characteristics of each organisation.
Through our international network, we combine global reach with local care: deep market knowledge, cultural awareness and personal guidance throughout the entire process.
Finally, we believe in the value of inclusive leadership teams. Not as a trend, but as a strategic imperative. Diversity of perspectives, backgrounds and leadership styles makes organisations more resilient and contributes to sustainable results and long-term partnerships.
Interested in learning how this approach can support your next CEO appointment? Contact us.
We advise and guide our clients in finding executive leaders across every sector.
Are you looking for a CEO who can drive growth, transformation and organisational continuity? Or are you looking to proactively develop a succession strategy that strengthens the future of your organisation?
The consultants at Odgers combine deep market knowledge with extensive experience in CEO search and succession planning. We are happy to support you with strategic, discreet and results-driven advice.
Contact us for an exploratory conversation. Together, we build leadership that makes a lasting impact.
With over 50 years' experience, Odgers combines deep market insight with a holistic approach that looks beyond the CV. We identify candidates based on cultural fit, strategic vision and future perspective. Leaders who not only suit your current context, but are also prepared for tomorrow's challenges.
Discover our approachThe costs of a CEO search depend on factors such as the complexity of the profile, the desired timeline and any additional services such as assessments or onboarding support.
Odgers works with a transparent pricing structure: based on a fixed percentage of the annual salary or as a project fee. We agree on scope, phasing and costs upfront, so you know exactly where you stand — with no surprises afterwards.
Ideally, you should start 9 to 12 months before a planned handover. This allows sufficient time for careful preparation, selection and an effective induction period.
Early planning prevents unnecessary pressure and increases the likelihood of a successful leadership transition. In practice, we see many organisations leave this too late — at the expense of quality, continuity and confidence.
At Odgers, diversity is not an aspiration — it is a structural part of our approach. We apply inclusive search strategies from the outset: from bias-free profile descriptions to the use of diverse networks and objective interview methods.
Our selection focuses on both potential and performance, ensuring that underrepresented as well as established leadership talent is visible. The result is a shortlist where quality and representation go hand in hand — tailored to the context of the organisation and society at large.
Yes, Odgers also supports the temporary placement of CEO positions. This may be required in the event of unexpected departure, transitional periods or specific change assignments such as mergers or restructurings.
Through our international network, we have access to experienced interim leaders who can step in quickly and add immediate value. Interim assignments are always aligned with the strategic context and can, if desired, run in parallel with the process for a permanent appointment.
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