The Selaestus team is led by our managing partner, Dr. Regina Ruppert. Whether as a Senior Researcher, Researcher, Junior Consultant, Executive Assistant or Senior Consultant – we are passionate about careers!
Our personal perspectives for Executive Search
“Managers have to face the test permanently. They have to meet the expectations of the younger and older team members in a national, international environment and in projects. Managers must not lose sight of the orientation of the customer and the overall goal of the business. They must meet the increasingly higher technical requirements, they receive training and have to develop themselves not only in depth but also in width. Key skills such as adoption of innovation and risk-taking, personal strength of character that is reflected in corresponding value systems, social commitment and a healthy balance between work and professional life – all of these are relevant topics for a careful selection and successful placement of people in key positions.
- Dr. Regina Ruppert ,
Managing Director & Founder
“The confidential and very well-prepared contact of the Management and Supervisory Board recognizes the qualities of a good recruiter. The detailed discussion on strategic issues and market-relevant developments at eye level are also part of the repertoire as well as thorough assessment of the Leadership Competence in a corporate policy environment, which is frequently characterized by changes.”
- Dr. Bernd Ruppert ,
“Listening to the needs of the contact persons and the always friendly, attentive handling of all dialogue partners makes our recruiters so special. The individual appreciation must not be neglected, whether on the phone, during personal reception, in correspondence, by e-mail or post. Openness, service orientation, initiative and flexibility are very important in the joint work with the consultants and the team; discretion and confidentiality is a must in our consulting business.”
- Tana Stamm ,
“To move people, to bring them on track with the help of the organization – that’s what it’s all about. Sincere and intensive discussions about personal challenges and goals enable effective cooperation without false expectations or disappointments – for all sides. The consultation process must be objective, professional and appreciative. The result is a consistently positive candidate experience that grows the client’s motivation and passion.”
- Elard Zühlke ,
“In order to obtain a wide and qualified candidate ‘pool’, various sources have to be used. This starts with our extensive database and the broad network in the relevant industries and covers the recommendations of interlocutors from finished search projects in all relevant online and printed media. The focus is on discreetly, trustworthily and directly approaching the most suitable candidates in the defined target companies.”
“During the first meetings with suitable candidates, awareness of their individual life and work situation is very important for the further course of the conversation: to understand the personal motivation for a possible career change, to examine the win-win situation for everyone involved and, if it is recognized, to carry it out. After reviewing the technical criteria and the contractual terms, the first personal impression is also one of the essential factors that will decide whether the conversation will be continued or not.”
“Discretion and confidentiality in personnel consulting begins with a long-term stable and secure data protection. A complex, yet easy to use database that qualitatively and quantitatively gives information about all projects in the consulting business, as well as a sustainable and proactive IT support are indispensable for high-quality personnel consulting. Modern ICT tools are safe with us.”