Services · Catalogue
Eight services and three buying routes, all run on the same search discipline. Choose the route that fits the role and how your organization buys search.
One search standard
The service line matters less than the operating discipline behind it. Every KiTalent engagement runs the same core sequence: mandate calibration, continuous market mapping, parallel direct outreach, structured assessment, evidence-based shortlist and post-placement follow-up.
Speed and reach are quality inputs, not cosmetic claims: the pool of aligned, reachable candidates changes constantly, and the firm that engages more of them inside the relevant window can produce a stronger shortlist.
What changes is the problem the client needs solved. Some clients need a senior manager hired fast across borders. Some need technical leadership in a market where job titles hide the real skillset. Some need to test talent availability before opening a role. Some need retained confidentiality. Some need an interim leader while the permanent search runs.
Core search · five services
These services cover the senior management and specialist leadership work where direct access, market coverage and assessment discipline matter more than candidate volume.
For the roles between the C-suite and the operating front line: country managers, heads of function, business-unit leaders, department directors and senior managers accountable for budget, people and execution. The shape of the search is different: market mapping at scale, direct outreach in parallel, evidence-based shortlist on a timeline measured in weeks.
Discuss a senior management searchFor searches where the recruiter must understand the work, not only the title. We calibrate the technical requirement with the hiring manager before outreach, then screen candidates for real operating depth, not only career progression.
Discuss a technical searchFor roles where the right candidate is not only technically capable, but able to succeed inside a specific company culture. These are often the searches where previous processes looked good on paper and failed in reality.
Review culture-fit assessmentFor mandates that involve more than one market: relocation, language requirements, regional headquarters, international reporting lines, or multi-country competitor mapping. Our hubs in Turin, Nicosia, Almaty and New York let searches run closer to the relevant market.
View markets coverageFor selected C-suite, board, succession and confidential mandates where a deeper retained cadence is appropriate. This is not the highest-volume part of our work, our center of gravity is senior management, but where culture, sector and cross-border context already exist, we run executive mandates too.
Explore retained searchAdvisory & intelligence · three services
Some work should happen before a role opens or while the permanent search is still running. These services give leadership teams market evidence, interim capacity and senior-transition support without forcing every conversation into a full mandate.
A market map is useful before a full search, during workforce planning or when leadership needs to understand whether a role is feasible in a specific country, sector or compensation range. We map people, not only markets, named competitor sets, candidate pools, compensation signals, mobility readiness and feasibility feedback.
Explore talent mappingFor transition periods, transformation programs and gap coverage when the business need is immediate but the permanent timeline is longer. We deploy proven senior leaders into defined-duration assignments, then manage the transition with the same care as a permanent placement.
Discuss interim leadershipFor clients managing senior exits with the same care they bring to senior arrivals. This is not mass outplacement. It is confidential, personal and evidence-led advisory for senior professionals whose role is ending because of restructuring, transformation or mutual decision.
Explore senior transition advisoryEngagement models
The engagement model changes the commercial structure, not the quality standard.
One search standard runs through every model, mandate calibration, continuous mapping, parallel outreach, structured assessment, evidence-based shortlist and post-placement follow-up.
Retained Search
Best for confidential, mission-critical, C-suite, succession, board and ongoing leadership programs.
KiTalent · Proof-First Search· Most flexible
Best for new partnerships, hard-to-fill senior management roles and mandates where the client wants evidence before the first major commercial commitment.
Talent Mapping First
Best when the business is not ready to hire, but needs to understand the market before committing to the brief.
Use cases
A reading guide. Each situation maps to one or more service lines from the catalogue above.
A senior management role has already failed through standard recruitment.
Senior Management · Proof-First
A technical leadership role requires real domain screening.
Technical & Specialist Leadership
The hire must work inside a difficult or very specific culture.
Culture-Critical Leadership Hiring
The candidate pool spans more than one country.
Cross-Border Search
The role is confidential, C-suite or succession-related.
Retained Executive Search
The business needs talent availability data before approving the role.
Talent Mapping & Market Intelligence
The business needs leadership coverage before the permanent hire is ready.
Interim Leadership
A senior exit needs to be handled with care.
Senior Transition Advisory
Proof in practice
Insurance · Italy / Poland
Ten Polish-speaking insurance specialists sourced for relocation to Italy after an internal process had stalled.
10 hires · cross-border
Financial Services · Germany
Two Financial Controllers placed in six weeks and below budget by recalibrating the role and running a direct search.
2 hires · 6 weeks · under budget
Real Estate · Multi-sector
Eight adjacent sectors mapped, 100+ interviews completed and a new operating division built through targeted leadership search.
8 sectors · 100+ interviews
Sectors
These are the markets where direct search, talent intelligence and benchmarking most often convert into leadership mandates.
Speed is not the enemy of quality in executive search, it is the consequence of more relevant coverage. The pool of aligned, reachable candidates is time-bound.
Alessio Montaruli · Founder & Group CEO, KiTalent
Read the editorialServices FAQ
No. Our center of gravity is senior management and specialist leadership search. We also handle selected C-suite and board mandates, especially for established clients or confidential assignments where our market knowledge is relevant.
No. Proof-First Search is one buying route. We also run retained search, talent mapping, interim leadership and senior transition advisory. The right route depends on confidentiality, seniority, urgency, procurement requirements and mandate complexity.
Proof-First Search is our risk-reversed engagement model. No upfront retainer, a validated shortlist delivered in 7 to 10 working days, an interview fee only when the shortlist is strong enough to validate, and a placement fee on hire. Full details on the Proof-First page.
Proof-First works best when the mandate is urgent, the role can be calibrated quickly, the market is identifiable, and the client wants to validate candidates before making the larger commercial commitment. Highly confidential, board-level or succession searches may be better suited to retained search.
We calibrate the technical requirement with the hiring manager before outreach. Screening covers actual scope, tools, sector context, regulatory environment, team size, decision complexity and ability to communicate with non-technical stakeholders.
We treat culture fit as operating context, not personal preference. We look at leadership style, decision rights, stakeholder complexity, team maturity, pace, reporting environment and communication style.
Next move
Tell us what you need to hire, where the role sits, why it is difficult and how your team prefers to buy search. We will recommend the right service line and engagement model.
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