KiTalent · International Management & Executive Search Founded London & Turin, 2016

Executive search, run on evidence

Senior leadership, hired with proof.

International management and executive search. Validated shortlist in 7 to 10 working days on suitable mandates. No upfront retainer. The interview fee is invoiced only after you validate the shortlist, and is absorbed into the placement fee on hire.

Trusted by leading organizations · 200+ on the books Average partnership 8+ years  ·  NPS 72
Generali LVMH Kering BNP Paribas IVECO

How this firm thinks about senior hiring

  1. Capability can be assessed. Identity has to be read. Senior hires fail when the two are confused.

  2. We do not send blind CVs. A shortlist without context is not a shortlist.

  3. Same role title, different jobs. A CFO in a founder-led company is not a CFO in a PE-backed portfolio.

  4. Most senior hires fail in the first eighteen months. Most failures trace back to the brief, not the candidate.

  5. Speed in talent mapping is a quality input, not a quality trade-off.

Engagement models · Defined term

What is Proof-First™ Search?

Proof-First™ Search is KiTalent's executive search engagement model where the validated shortlist comes before the commitment. The firm delivers a market-mapped, interview-tested shortlist within 7 to 10 working days, charging an interview fee only at that point. The placement fee follows on hire. The structure suits buyers who want evidence of search feasibility before committing to a full retained engagement.

Commercial structure. No upfront retainer. The interview fee is invoiced only after you validate the shortlist, and is absorbed into the placement fee on hire. The placement fee follows on hire. Net cost is comparable to a classical retained engagement, with materially less pre-proof exposure.

Ideal use cases

  • Candidate-short markets where search feasibility is uncertain
  • Confidential replacements where premature commitment carries risk
  • Cross-border or specialist roles where the buyer wants validated market access before retainer
  • First engagement with a new firm where mutual trust is being established

Typical timeline

  • Days 1–3Market mapping and direct outreach
  • Days 4–7Shortlist interviews and validation
  • Days 8–10Shortlist delivery and client review
  • Weeks 2–6Process completion and placement

Commercial structure

  • No upfront retainer
  • Interview fee invoiced only after you validate the shortlist
  • Interview fee absorbed into the placement fee on hire
  • All fees disclosed in the engagement letter

Engagement models · At a glance

Three engagement structures. Two peer models for senior leadership.

Side by side on the six dimensions that decide which engagement structure fits a mandate. Retained search and Proof-First™ Search are peer models for senior leadership. Contingency is a separate category for volume hiring.

Contingency Volume hiring Retained search Peer model · Senior leadership Proof-First™ Search Peer model · Senior leadership
Engagement category Volume and replacement hiring Peer model for senior leadership mandates Peer model for senior leadership mandates
Typical use High-turnover roles, mid-level positions Confidential, mission-critical, C-suite, board and succession New partnerships, time-sensitive senior mandates, risk-sensitive roles
Commercial structure Success fee on hire; multiple agencies competing Milestone fees across the search; exclusivity No upfront retainer; interview fee on validated shortlist, absorbed into the placement fee on hire
Shortlist discipline Applicant flow; CVs in days Continuous market mapping; bespoke assessment sequence Continuous market mapping; validated shortlist in 7 to 10 working days
Off-limits & confidentiality Limited Full off-limits protection and full confidentiality Confidentiality on request; standard off-limits
Best when Speed and breadth matter more than fit Stakes, confidentiality and process discipline are paramount The buyer wants evidence of the work before the major commercial commitment

Retained search and Proof-First™ Search are peer engagement models for senior leadership. They share the same operational standard: continuous market mapping, direct headhunting, structured assessment, weekly visibility. The commercial structure changes according to the risk profile of the role and how the organization buys search.

Method · One standard, every mandate

The six stages.

Every mandate follows the same operating discipline, whichever buying route it runs on. Only the commercial structure changes.

  1. STAGE 01

    Role calibration

    Leadership style, decision rights, stakeholder context and operating environment, calibrated before outreach begins.

  2. STAGE 02

    Market mapping

    Continuous mapping of the candidate universe across the markets the role actually competes in.

  3. STAGE 03

    Direct headhunting

    Built for passive senior candidates, not applicant flow. The right candidates do not stay reachable for long.

  4. STAGE 04

    Structured assessment

    Capability and identity assessed separately: skills on one axis; values, motivation and character on the other.

  5. STAGE 05

    Evidence-based shortlist

    Interview-tested candidates, delivered with context. This is the validation point.

    On Proof-First™ mandates: no upfront retainer. The interview fee is invoiced only after you validate the shortlist, and is absorbed into the placement fee on hire.

  6. STAGE 06

    Post-placement follow-up

    Structured follow-up through the first year in role, the period when most senior hires fail.

Performance, defined

Every claim links to how it is measured.

  • 7–10 days To a validated shortlist on mapped senior-management mandates. Working days, from brief alignment to shortlist delivery. Twelve-month rolling window.
  • 96% One-year retention. Placed candidates still in role twelve months after start date. Trailing twelve-month basis.
  • NPS 72 Client satisfaction. Twelve-month rolling survey across active client relationships.
  • 8+ years Average length of an active client relationship. Across the current client base.

All figures verified on a twelve-month rolling basis. Read the measurement methodology →

Mandate families, four recurrences

Where we earn our keep.

Across the searches we publish and the hundreds we do not, four families of mandate recur. They are the work we are built around: not always board-level, but the kind where the wrong hire slows a market launch, weakens a technical function, breaks a team or leaves a strategic country uncovered.

  1. i. Mandate family

    Technical and specialist leadership

    When the recruiter has to read the role, not just the title.

    • Software Architects
    • Risk & Actuarial
    • Investment Managers
    • Industrial Automation

    Senior technical leads, software architects, actuarial and risk leaders, investment and portfolio managers, regulatory specialists, industrial automation directors, data infrastructure leaders. The brief is wrong, and the shortlist is wrong, when the consultant cannot read the role.

  2. ii. Mandate family

    Culture-critical leadership hires

    "Right on paper, wrong in the company" is the failure we work to prevent.

    • Leadership Replacements
    • Team Turnarounds
    • Founder-to-Manager
    • Post-Merger Integration

    We calibrate leadership style, decision rights, stakeholder context, team maturity and operating environment before outreach begins. The shortlist is built to introduce candidates who can succeed inside your organization, not only ones who match the job description.

  3. iii. Mandate family

    Cross-border and multi-market searches

    Most mandates involve language, relocation or regulatory complexity across borders.

    • Relocation Searches
    • Multilingual Roles
    • Regional HQ Hires
    • Multi-Country Mapping

    Our markets coverage and four hubs in Turin, Nicosia, Almaty and New York are designed so each search runs in-market with sector-native consultants, rather than out of a single head office. Compensation, mobility and employer-brand reality are tested early.

  4. iv. Mandate family

    Senior management as the core, selected executive search where it fits

    Country managers, heads of function and selected C-suite mandates for clients we know well.

    • Country Managers
    • Heads of Function
    • Senior Directors
    • Selected C-suite

    Country managers, heads of function, department directors, senior technical leads and specialist leaders are the center of our practice. We also run selected C-suite, board, succession and confidential mandates, especially for clients where we already understand the sector, culture and leadership context.

Documented engagements · Nº 01 / 02 / 03

In practice.

Three recent searches, told plainly. Each links to the full case file with method, metrics and what we got wrong on the first pass.

Case Nº 01 · Insurance · Italy / Poland

Cross-border insurance talent for relocation to Italy

Ten Polish-speaking insurance specialists sourced for relocation to Italy after an internal process had stalled. Brief recalibrated, candidates calibrated for relocation appetite, shortlist landed inside three weeks.

10 hires · cross-border relocation Case Nº 02 · Financial Services · Germany

Financial controllers in Berlin, after two agencies failed

Two financial controllers placed in six weeks and 15 per cent under budget, by recalibrating the role and running a direct search after two agencies had been unable to close.

2 hires · 6 weeks · 15% under budget Case Nº 03 · Real Estate · Multi-sector

Building a new business division from concept

Eight adjacent sectors mapped, 100+ interviews completed and a new operating division built through targeted leadership search and structured candidate calibration. 100 per cent completion.

8 sectors · 100+ interviews

Engagement models

Three buying routes, one search standard.

Every mandate follows the same six-stage operating discipline. The commercial model changes according to the risk profile of the role and how your organization buys search.

Best for new partnerships

Proof-First™ Search

For new partnerships, time-sensitive searches and risk-sensitive mandates.

  • Validated shortlist in 7 to 10 working days
  • Shortlist evidence and market feedback before any major fee commitment
  • Placement fee on hire

No upfront retainer. The interview fee is invoiced only after you validate the shortlist, and is absorbed into the placement fee on hire.

Review Proof-First™ Search →
Best for confidential mandates

Retained search

For confidential, mission-critical, C-suite, board and succession mandates.

  • Standard retained structure with milestone fees
  • Off-limits protection and exclusivity
  • Deeper stakeholder calibration and assessment sequence

Same six-stage process, same weekly visibility.

Discuss a retained mandate →
Best before a role opens

Talent Mapping First

For roles that are not open yet, market-entry decisions, compensation questions and succession planning.

  • Target-company and candidate universe map
  • Compensation, mobility and availability signals
  • Feasibility recommendations before the brief is final

Converts naturally into search when the mandate is approved.

Explore talent mapping →

Fit, stated up front

Where we are the right firm, and where we are not.

Saying so within the first call saves everyone time.

Talk to us when the search needs executive-search discipline.

  • Technical or specialist mandates
  • Culture-critical leadership hires
  • Cross-border and multilingual roles
  • Searches stalled through standard channels
  • Confidential or off-limits assignments

Pass on us when a different route will solve it.

  • Volume or junior hiring
  • Administrative roles
  • Briefs well-served by in-house TA
  • Job-board friendly searches

An advisory note from the founder

hirteen years in executive search, ten of them building this firm, have taught me that most senior hires fail not from lack of effort, but from one confusion: capability and identity are not the same thing. Skills can be taught. The way someone reads a room cannot. KiTalent exists to find the rare combinations of technical depth and cultural fit that produce senior tenures lasting eight or ten years. We assess slowly, on both capability (soft, hard, and management skills) and identity (values, motivation, character). But we scout fast, because the right candidates do not stay reachable for long.
Alessio Montaruli

Alessio Montaruli  ·  Founder & Group CEO

ResearchThe editorials, market notes and measurement methodology behind every claim on this page.

Browse the research →

In their words

"KiTalent's team stand out for their enthusiasm, competence, effectiveness and professionalism. They've demonstrated great ability in understanding our specific needs and proposing the best candidates."

Talent Acquisition Director · Generali Group

"We've created a real partnership, based on cooperation and mutual trust, clear and effective communication. They provide attentive high-quality service."

Talent Attraction Director · Bulgari (LVMH)

"Reliable and dynamic professionals with a strong background and a very active network, which allows them to move quickly and stay current with market trends."

Talent Acquisition Partner · Zurich Insurance Group

Frequently asked questions

The questions we are asked, before we are hired.

What roles does KiTalent typically fill?

The center of our practice is senior management and specialist leadership: country managers, heads of function, department directors, senior technical leads, risk and investment leaders. We also run selected C-suite, board, succession and confidential mandates for clients where we already understand the context.

What is Proof-First Search?

Proof-First Search is KiTalent's engagement model for senior mandates. The mandate is calibrated and the market mapped before outreach begins. A validated shortlist is delivered in 7 to 10 working days on suitable mandates. No upfront retainer. The interview fee is invoiced only after you validate the shortlist, and is absorbed into the placement fee on hire. Full details on the Proof-First page.

How is this different from a retained search?

The operating discipline is identical: role calibration, market mapping, direct headhunting, structured assessment, evidence-based shortlist, post-placement follow-up. The difference is commercial. A classical retainer bills before any candidate is presented; Proof-First bills its first fee only after the client has validated the shortlist. For confidential, C-suite, board, and succession mandates, the firm also offers a standard retained structure with milestone fees, off-limits protection, and exclusivity.

Do you only work on the Proof-First model?

No. Proof-First Search is one buying route. We also run retained searches for confidential, mission-critical, executive, board, succession and ongoing leadership programs, and talent mapping when the role is not ready to launch.

What is retained search?

Standard retained executive search with milestone fees, off-limits protection and a dedicated search team. We use this model for confidential, mission-critical, C-suite, board and succession mandates where exclusivity, deeper advisory involvement and process discipline matter most. The operational standard is the same as Proof-First: continuous market mapping, direct headhunting, structured assessment and weekly visibility.

How is KiTalent different from a standard recruitment agency?

We start with continuous market mapping and direct headhunting, not applicant flow. The process is built for passive senior candidates, with technical and leadership assessment, weekly visibility and shortlist evidence. The difference is most visible when the role is technical, culture-critical, cross-border, or has already failed through standard channels.

How is KiTalent different from a large retained search firm?

Large retained firms are strongest at board and C-suite advisory work. We are built around the senior-management and specialist mandates that international companies need filled repeatedly across markets, sectors and functions, with executive-search discipline, retained search for confidential work and Talent Mapping First when the role is not ready to launch.

How quickly can you deliver candidates?

Most senior-management mandates receive a validated shortlist within 7 to 10 working days, because we map markets continuously rather than reactively. Confidential, niche or board-level searches may require a longer mapping and assessment sequence.

Do you assess culture fit?

Yes. We treat culture fit as a structured calibration of leadership style, decision rights, stakeholder context, team maturity and operating environment, not as personality matching. The work happens before outreach, not after the shortlist.

Where do you operate?

Cross-border is the default rather than the exception. Most mandates involve at least one international element, and our hubs in Turin, Nicosia, Almaty and New York allow each search to run in-market.

Hubs

Four hubs. In-market execution.

The same search standard, anchored close to where senior candidates actually compete, with native-language calibration and on-the-ground references.

i. · Europe HQ --:--

Turin

European HQ and origin of the firm. Core coverage across Italy, Southern Europe, industrial markets, financial services, legal, consumer and luxury-linked mandates.

Explore Turin →
ii. · Med & MEA --:--

Nicosia

Mediterranean, Middle East and strategic-accounts hub. Confidential, multilingual searches connected to Cyprus, GCC, energy and cross-border corporate structures.

Explore Nicosia →
iii. · Central Asia --:--

Almaty

Central Asia and Asia-facing hub. Supports searches across Kazakhstan, CIS, Asian growth markets and multilingual, relocation-led assignments.

Explore Almaty →
iv. · Americas --:--

New York

Americas hub for North American searches and international mandates involving US-based leadership, investors, regional headquarters and cross-Atlantic coordination.

Explore New York →
The bench

Senior people on the mandate.

Every search is led by a partner who knows the sector, the market and the brief. No handoffs.

  • Alessio MontaruliAlessio MontaruliFounder & Group CEO
  • Chiara GiacolettiChiara GiacolettiCEE & Turin HQ
  • Sonia SarnataroSonia SarnataroSouthern Europe
  • Katia BelousKatia BelousMiddle East & Asia
  • Milena VitaleMilena VitaleLegal & KiLawyers
  • Nicholas FinatoNicholas FinatoNew York & Americas
Meet the team

Next step

Brief a search.

Tell us the role, the market and what makes the search difficult. We will tell you whether the mandate is best run as Proof-First™ Search, retained search, or a preliminary talent map.

For confidential briefs, use the secure mandate form so the request reaches the right search route.

Senior leadership, hired with proof. KiTalent · Founded London & Turin, 2016 · Set in Source Serif 4 & Inter