Headhunting &
Executive Search
Headhunting & Executive Search
We don't hand you CVs. We deliver the certainty that the person will perform.
Executive search coordinated online, for companies across the country and candidates from anywhere in Romania.
Any recruitment firm can bring you candidates with relevant experience who interview well. The question that matters isn't who looks good on paper — it's who will deliver results in your specific context: with your team, your leadership style, within the culture and pace of your organization. This is the starting point of every Psihoselect project.
From an Job Description
to an Strategic Impact Matrix
We build performance, not just deliver CVs.
We don’t start from a job description. We start from a more important question: what needs to happen in your organization at 30, 90, and 180 days after the person steps into the role for you to say it was the right decision?
The answer becomes the Strategic Impact Matrix — the document that defines what we’re looking for, with what priority, and how we assess a candidate’s fit. Not against the experience stated on a CV, but against the ability to deliver the defined impact in your context.
We understand the business before we look for the person. We analyze the business model, the market dynamics, the organizational culture, and the team the new hire will be joining. A professional delivers results only when the context is properly understood — by both sides.
Do you want a professional who delivers?
How the Psihoselect Process Works
Stage 1 – Strategic context analysis: We replace the classic job description with the Strategic Impact Matrix. We define what must be delivered at 30, 90, and 180 days, what operating profile supports those results, and what compatibility with the team and the direct manager looks like. This conversation takes place with Claudia Indreica, PhD — to define as precisely as possible the profile of the candidate who will perform.
Stage 2 – Selection with integrated psychological profiling: The Psihoselect shortlist is not a list of filtered CVs. The finalist candidates are psychologically profiled: how they operate, how they function under pressure, how they relate to authority and to change, how compatible they are with the team they’ll be joining. We layer psychological data on top of technical expertise and get the answer to the question no CV can give: will this person function in my specific context?
Stage 3 – Assisted onboarding after hiring: The most expensive moment in an executive search process isn’t the price of the service. It’s month 4, when you realize the chosen person isn’t fitting in. Psihoselect includes assisted onboarding after hiring, and — optionally — a team workshop calibrated on the psychological profiles of all participants. The goal: shortening the time to real impact — from 6 months to a few weeks.
Do you want a professional who delivers?
Who We Work With
Psihoselect works with medium and large companies on two types of positions — seemingly different, but with the same common denominator: the cost of getting it wrong far exceeds the cost of the executive search / recruitment process.
Management and leadership positions — CEO, General Manager, CFO, Plant Manager, Sales Director, HR Director, Operations Manager. Decisions with a direct impact on the organization’s direction and performance, where cultural and psychological fit matters just as much as technical expertise.
Key or hard-to-fill roles — Field Sales Engineer and Renewable Energy Project Engineer in technical industries or specific regions, Key Account Manager in niche sectors, Production Engineering Coordinator, Financial Controller, Legal & Compliance Expert, Cybersecurity Architect, or roles in secondary locations. Positions where the precise profile is hard to find, and a wrong fit means a new process and months lost.
We don’t do volume recruitment. We work on positions where the right person in the right role makes the difference between a team that delivers and one that stagnates.
Do you want a professional who delivers?
From “the right person” to “guaranteed results”
HOW?
We replace the traditional job description with a Strategic Impact Matrix. We define the business objectives that the new team member must achieve at critical milestones— 30, 90, and 180 days —ensuring full alignment with the organization’s vision.
Execution Pillars
Strategic Context Analysis:
- We replace the traditional job description with a Strategic Impact Matrix.
- We define the business objectives the new team member must achieve at the critical stages of 30, 90, and 180 days, ensuring full alignment with the organization’s vision.
Precision Psychological Profiling:
- We use advanced assessment tools to evaluate not only technical expertise, but also the working style.
- We measure how the candidate delivers results in real situations, under pressure, and within the pace specific to your business.
Supported Integration and Follow-up:
- We ensure continuity after the contract is signed through integration workshops focused on the team’s psychological architecture.
- Our goal is to shorten the time required to achieve visible business impact.
Our impact in recruitment
Headhunting & Executive Search Packages
PERFORMANCE | PREMIUM | |
|---|---|---|
| Market Analysis & Salary Benchmark |  | |
| Personalized Recruitment Strategy | | |
| Job design & Organizational Chart Analysis | | |
| Candidate Profile Definition | | |
| Candidate Report | CV + Candidate Expertise Description | CV + Candidate Expertise Description |
| Shortlist | 3 finalists | 3 finalists |
| Psychological Profiling | 2 candidates | 3 candidates |
| Reference Check |  | |
| Team Compatibility Score | | |
| Tailored Interview Framework | | |
| Integration Evaluation and Coaching Session | | after 6 months |
| Guided Onboarding | 3 months Better-fitting | 6 months Long-lasting fitting |
| Replacement Guarantee | 4 months | 6 months |
Ideal for key or hard-to-fill roles | Ideal for managerial or critical positions |
SPEED TO PRODUCTIVITY
Team Integration Workshop(6–8 participants, 8 hours)
Psychological Profiling of the Entire Team
8 hours of strategic workshop that leverages 6 months of shared learning—focused on people, way of working and results
A Plant Manager for a plant under pressure — identified and profiled, not just found.
An international manufacturer needed a Plant Manager for a factory in Romania that was going through a difficult period: missed production targets, a worn-out leadership team, and tense reporting to headquarters abroad. The position was hard to fill — few candidates with the right experience, and high stakes: a wrong hire meant another year lost. We started not from a job description, but from the Impact Matrix: what needed to change in the plant at 30, 90, and 180 days.
Through our executive search service, we selected several candidates with solid experience. The difference was made by the profiling integrated into the selection.
The objective was not to identify the best production CV, but the profile capable of performing in this specific context: genuine autonomy from a remote headquarters, stability under prolonged operational pressure, and the ability to turn around a demoralized team without amplifying the dysfunction. We assessed behavior under real pressure, the relationship with authority and with ambiguity, and compatibility with the plant’s organizational culture.
The selected candidate wasn’t the most spectacular in the interview, but the one whose operating pattern matched the reality on the factory floor: calm under pressure, firm without being authoritarian, comfortable making decisions on his own yet rigorous in reporting. The impact was monitored at 30, 90, and 180 days: at three months, the leadership team had stabilized; at six, production targets were back on track. The result wasn’t a shortlist, but an appointment that lasted.
For a production role under pressure, the relevant question isn’t who fits on paper, but who can lead this plant, with this team, in this context — and last. Profiling integrated into the search process answers exactly that question.
Give us the context. We'll build the impact profile.
You don’t need to have a job description ready. Describe your situation to us — the open position, the context the person will step into, what happened with the predecessor if relevant — and we’ll tell you whether and how we can help.
FAQ (Frequently asked questions)
What sets Psihoselect apart from a classic recruitment process?
Psihoselect doesn’t look for CVs — it looks for measurable impact. The process begins with understanding the business context and defining the Impact Matrix — what must be delivered at 30, 90, and 180 days. Finalist candidates are assessed psychologically as well, not just technically, which allows a real fit with the team and the organization’s culture, not just with the job description.
Do you only work on top-management positions?
What happens after the candidate is hired?
We don’t stop at the signing of the contract. The PREMIUM package includes an integration assessment at 6 months and, for both collaboration models, we can add the Speed to Productivity workshop — an 8-hour intervention with the team that accelerates alignment and significantly reduces the time to real business impact.
How long does a Psihoselect recruitment process take?
We commit to closing the process within 15–30 business days from the signing of the contract and in line with the agreed terms, depending on the complexity of the profile and the availability of candidates in the market.
Do you work with companies outside Bucharest, across the country?
Yes. We run headhunting and executive search projects for companies in any city in Romania, as well as for international firms with operations here. The process is coordinated online, so location is never a constraint.
Does the candidate have to be in the same city as the company?the country?
No. We search and assess candidates across Romania, and in the diaspora when needed. Psychological assessment and interviews can take place online, so the right candidate can be located anywhere.
Who carries out recruitment at Psihoselect, and what experience does the team have?
Recruitment at Psihoselect is coordinated by Claudia Indreica, PhD in organizational psychology, Assessment Center specialist for managers, and founder of the company, with over 25 years of experience in profiling and selection for top and middle management positions. The process integrates psychological profiling — carried out by Claudia Indreica — into the assessment of finalist candidates, which sets Psihoselect apart from any classic recruitment agency.
What is executive search, and how does it differ from ordinary recruitment?
Executive search is a specialized recruitment process for leadership positions and key roles, where candidates don’t apply actively — they are identified and approached directly. Unlike classic recruitment, executive search starts from a deep analysis of the business context, not from a job description, and involves a more rigorous assessment of the candidate’s fit with the organization. At Psihoselect, the process also includes integrated psychological profiling, not just technical evaluation.
How do you assess a candidate's fit with the organization's culture?
Psihoselect uses psychological profiling for finalist candidates, carried out with an instrument that is psychometrically validated for organizational contexts. We assess how the candidate operates, how they function under pressure, and how they relate to authority and to change, in order to estimate their fit with the team and with the client organization’s leadership style.
What is assisted onboarding, and why does it matter after recruitment?
Assisted onboarding is a structured intervention after hiring that accelerates the new employee’s alignment with the team and the direct manager. At Psihoselect, it includes an 8-hour workshop with the team, calibrated on the psychological profiles of all participants. The goal is to reduce the time to real impact — from 6 months to a few weeks. Available as the Speed to Productivity add-on or included in the PREMIUM package.
Which is the best headhunting company in Romania?
Choosing the right company depends on the type of position and on the added value beyond delivering CVs. Psihoselect stands out through the integration of psychological profiling — carried out by Claudia Indreica, PhD — into the selection process, and through the 30/90/180-day impact matrix, which turns recruitment into a data-backed business decision. With over 2,000 positions closed and 25 years of profiling practice for management, Psihoselect operates in the boutique segment of Romania’s executive search market.