111 linked keywords from A-Z about career, separation, networking, application and success.


1/10 Our product portfolio

ranges from separation management to outplacement and premium placement.


2/10 Our USP

What distinguishes us from other providers and their consulting services in the long term.


3/10 OutPlacement 2.0

is the further development of the OutPlacement approach for a future-oriented separation.


4/10 NewPlacement 8S

is based on the well-founded Management Integral and stands for its 8 runways to success.


5/10 PremiumPlacement

for managing directors / C-level with high demands on individuality and networking.


6/10 Upgrade from outplace

for managers who are stuck in an outplace or transfer measure without success.


7/10 Career advice

based on the management balance for decisions under security and with a future.


8/10 Rescue Coaching

is aimed at managers who find themselves on the "downward" slope in their jobs.


9/10 Online Coaching

on demand is aimed primarily at expatriates in change and managers worldwide.


10/10 Separation management

includes both prevention and fair and future-oriented separation.


Inverse Headhunting 2.0 Hybrid

Inverse headhunting takes place to the exclusion of headhunters and is therefore not a service provided by headhunters or providers with a headhunter background. Instead, it is used professionally by your NewPlacement coach within the framework of runway 3 (initiative applications to companies and decision-makers).
Process Reversal

Inverse headhunting refers to a process reversal in the classic search process. This is why headhunters are the wrong people to contact for this service. Headhunters check the candidate's appearance and offer and do not help to develop it in a time-consuming way. Without status analysis, target focus and professional market maturity with a variety of individualization possibilities in matching, neither inverse headhunting nor other activities on the application market make sense. Other terms, such as Direct Placement, only represent partial areas. Instead of searching for managers for the company, the service provider searches for companies or vacancies for the manager. In NewPlacement-Coaching we call this way " initiative applications at companies". This way works efficiently only with individualized cover letters (hybrid 1-pager). Already in the first sentence, a bridge between the core topics of the company or the addressee and the candidate must be formed imperatively.
Application folders

Anyone who still sends application folders to owners, supervisory board chairmen, board members or managing directors on their own initiative has either never worked at this level and does not know the processes in the upstream secretariat or wishes they could go back to the early days of outplacement. With the folders then also no more high polish helps. Serial letters bear the danger of burning themselves out in the company for the foreseeable future.
Glass ball

Anyone who promises a fixed number of interviews either has a "glass ball" or possibly has the right buddies among recruiters and headhunters who can also conduct interviews without an adequate project.

Of course, we also handle the mailing of individualized unsolicited applications for our candidates. However, this procedure should only be a small part of our activities on the market, otherwise precious time is wasted. We usually scan several thousand companies on our various runways for suitable vacancies.
Double claims
Under no circumstances should a recruitment agency make double financial claims by collecting from the candidate and from the company or headhunter. This should be guaranteed, because otherwise there is a conflict of interest. Possibly both sides are not helped, because the service provider may succumb to the temptation to "marry" a company and an executive who do not really fit well together. Failure is then pre-programmed. It must be clear that the NewPlacement coach is exclusively committed to the candidate and his or her application success. This must also be guaranteed if the previous employer pays the fee for this service.

In "DirectPlacement", researchers are used to inquire about vacancies in companies - usually in the HR department. In most cases this will not work, because the dissatisfaction of the company's top management with an executive and his or her looming replacement is treated with the utmost confidentiality in the HR department or is not even known there in the smouldering process. Then, if necessary, a rejection by the personnel department leads to a loss of the real chance for the applicant in this company. Without close personal contact, even the entrepreneur cannot be persuaded to make an appropriate statement. However, direct placement by telephone works well up to or below the level of head of department. We have already successfully placed specialists in particular. In the case of larger measures, also face-to-face contact with the personnel managers of the target companies.
Recommendation marketing

The "initiative application to companies / decision-makers" within the framework of recommendation marketing by a third party is therefore not standardised but highly individualised. Also on this runway to success one has only one attempt in each company. Therefore, these activities should also only be started after the professional and extensive listing of candidates (market maturity) as well as careful research of the presumed decision maker and the requirements (matching). In particular, confidential hybrid recommendation letters by mail have proven their worth. If you send several pages or even folders to a board office, you can address them directly to the HR department. We have therefore professionalized inverse headhunting over quite a few years with very good results for our candidates.

Further information personal

Our experienced and strongly networked SeniorPartners with broad and deep industry and functional backgrounds will be happy to answer your questions about OutPlacement, NewPlacement, career consulting and coaching for a professional development, rescue, separation, application and integration process in writing by e-mail, telephone, video conference or in a personal meeting in your area. According to your wishes and of course individually, without obligation and free of charge.
Please use one of the three options for your questions or to contact us.