Appointing a CEO is among the most pivotal decisions an organisation can make. Whether you are planning a smooth succession, need a rapid replacement or are undergoing a leadership transition during a period of transformation, choosing wisely can mean the difference between stagnation and sustainable growth.
Odgers supports organisations both in the Netherlands and internationally in finding leaders who align with their strategic objectives, corporate culture and ambitions. We combine sector-leading expertise with an international reach and a structured search methodology. The outcome is not simply a strong candidate, but the right CEO for today—and for the future.
Big enough to matter, small enough to care.
At Odgers, we adopt a truly holistic approach to CEO search that goes well beyond filling a vacancy. We guide our clients through every phase of the process: from refining the leadership profile to supporting the new CEO through their initial months in post. Our methodology is underpinned by the LeaderBlueprint™, a framework that evaluates leadership across competencies, motivations and contextual fit.
This framework is brought to life through three phases: Identify, Build and Develop. This structured approach ensures appointments that are durable and future-proof.
Appointing a CEO is not a standard recruitment task but a strategic choice that reaches into the very heart of an organisation. The right CEO must fit the culture, the stage of growth and the strategic direction of the company—translating ambition into focus and results. That is why every assignment is customised to your unique context and challenges.
With many years of experience in leadership assignments and succession planning, we ensure not only that we identify the ideal match, but also that we create the conditions necessary to ensure that match succeeds.
Every CEO search begins with a strategic exploration. Where does your organisation stand today? What are the ambitions for tomorrow? And which transitions lie ahead—international expansion, digital acceleration, sustainability goals or cultural renewal? The context dictates the leadership needed.
Working closely with board members, supervisory boards and other key stakeholders, we clarify strategic priorities and transformation imperatives. From these insights, we develop a forward-looking leadership profile that guides the remainder of the process.
That profile combines both hard requirements (such as proven track record and relevant experience) and softer attributes: leadership style, behavioural traits and cultural compatibility. Our assessment is grounded in the three pillars of the LeaderBlueprint™, laying the foundation for an objective, well-informed selection process.
With the leadership profile established, we activate our global network of senior executives, board members and investors—supplemented by our proprietary database and data-driven search tools. By blending deep local market knowledge with broad international reach, we move swiftly and precisely, whether for a family-owned enterprise, a publicly listed company or a private equity portfolio firm.
We analyse relevant talent pools, carry out benchmark and competitor analyses, and advise on how to position the role: what makes it attractive, which profiles are realistically available and how this aligns with market dynamics.
The result is a carefully curated longlist of candidates who not only meet the formal requirements but also resonate with the culture, growth stage and ambitions of your organisation. Always transparent, always strategically substantiated.
Our support does not end with appointment. We remain involved after placement, guiding the onboarding, leadership development and team integration of the new CEO. Our aim is to ensure the new leader is empowered from day one to deliver lasting impact.
A successful start requires more than a cursory introduction or a packed calendar. We help the incoming CEO to understand the organisational culture, build trust within the leadership team and prioritise initial strategic objectives.
Even beyond the first 100 days, we stay engaged. Through coaching, 360-degree feedback and peer-to-peer sessions, we support ongoing leadership development and the embedding of continuity.
A CEO sets the course, culture and capability of an organisation. They drive strategy, transformation and financial performance—making CEO recruitment a strategic matter that demands discretion, rigour and deep insight.
Today's CEOs face growing pressures. Organisations operate in a complex reality of digital disruption, sustainability mandates, talent shortages and heightened social expectations. In such times, the right leadership makes all the difference.
Ideally, CEO search begins well before an incumbent’s departure. It starts with forward-thinking: defining scenarios, crafting leadership profiles and building succession strength. A well-prepared strategy avoids leadership vacancies and strengthens governance continuity. This requires more than experience and credentials; it demands leadership that matches the organisation’s growth phase, culture and transformation needs.
In periods of uncertainty—market disruption, mergers, reorganisations or crisis situations—leadership requires a rare combination of steadiness and agility. A successful CEO transition hinges on a leader who can quickly establish an overview, engender trust and act decisively. That is why strategic succession planning is not a luxury but a necessity.
Without adequate preparation, organisations risk leadership gaps or directional drift. Especially during complex changes, it is vital that the incoming CEO possesses relevant experience, persuasive influence and resilience. Executive search reduces the chance of a mismatch, ensuring leadership that meets current realities and tomorrow’s challenges.
When succession or replacement is handled ad hoc, unnecessary risks emerge. Decision-making can stall, internal morale will falter and there may be a mismatch in leadership style. Without well-prepared succession planning, there is little time for a thorough selection process—so the likelihood of a lasting match diminishes significantly.
Furthermore, valuable internal talent often remains underused, and external candidates are insufficiently assessed for strategic fit. A reactive approach undermines continuity and damages stakeholder confidence. By contrast, a proactive succession strategy creates the space for talent development, knowledge transfer and the recruitment of a CEO who will drive today’s challenges and tomorrow’s ambitions.
Get in touch to discuss your executive search or leadership development needs.
Find a consultant Make an enquiryOdgers supports a wide range of organisations in filling CEO positions—spanning family-owned businesses, publicly traded multinationals, private equity-backed firms and non-profit entities. Each type of organisation demands distinct leadership qualities. We understand these nuances and translate them into a tailored profile and corresponding search strategy.
Odgers differentiates itself by going beyond the classic headhunter model. We deliberately position ourselves as challengers: we do not rely on fixed candidate lists but question conventional thinking, select with rigour and always seek leaders who align with both today’s strategy and tomorrow’s ambitions.
Our approach is challenging but collaborative—we push boundaries yet build in trust. We share insights proactively and work closely with clients to deliver sustainable solutions.
We are also freethinking: no rigid templates, only an approach that adapts to the unique characteristics of each organisation. We combine global reach through our international network with genuine local care: deep market knowledge, cultural sensitivity and personalised support from start to finish.
Finally, we believe in inclusive leadership teams. Not as a box-ticking exercise, but as a strategic imperative. Diversity of thought, background and style makes organisations more resilient—and drives sustainable performance and long-term partnerships.
We advise and guide our clients in finding executive leaders across every sector.
Are you seeking a CEO who can drive growth, transformation and continuity? Or would you like to begin succession planning to safeguard your organisation’s future?
Our consultants combine deep market knowledge with years of experience in CEO search and succession planning. We would be delighted to explore your needs—strategically, discreetly and results-driven.
Contact us for an exploratory conversation. Together, let’s build leadership that matters.
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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