Simon&Mayer (Jobsgarden Kft.) 1037 Budapest, Montevideo u. 16/B.   Tel.: 06-30-445-0677

Executive search is used for mid-and top management and hard-to-find, special skill roles. 

At the commencement of the search we determine the list of target companies based on the job specification. We systematically pursue each incumbent of the searched role.

The lead time of executive search projects up to the short list phase is 5-6 weeks, the total lead time being 60-90 days as detailed below:

Preparation of the job specification:

  •     Identifying potential candidates via referrals, database search, direct   search, internet and other sources, integration of internal candidates   into the selection process, preparation of industry benchmark
  •      Pre-selection: phone interviews
  •      Personal interviews: conducted by Simon&Mayer consultants in   English, German, French and Hungarian.
  •  Shortlist presentation: detailed interview notes based on competency   based interviews and testing
  •    Client interviews: negotiation of the employment contract, formal   reference checks (with the involvement of an external partner),
  •       Follow-up, satisfaction survey.

In our executive search service we don`t build up database we only use direct search. All received CVs are destroyed to comply with GDPR requirements.

This service is very popular among those clients who are still in a job somewhere but would like to make the most of their current role, get an idea on alternatives, or receive feedback on their market value.

General topics:

  • Mapping of career alternatives
  • Conflict and stress management
  • Employment vs. Subcontracting
  • Business communication development
  • Preparation for a management role
  • Creating a professional CV/LinkedIn profile
  • Networking
  • Self-branding
  • Preparation for a job interview (trial interviews in English and Hungarian, response options to trick questions)

The process opens with a 45 minute orientational discussion, during which we assess the requirements, establish the basic framework (length of the process, the frequency of the meetings, homework, etc.) and conclude a contract. This is also a good opportunity for mutual introductions and meeting the coach in person.

It is important to note that for the success of the process full commitment is vital, participation in itself is not enough. Coaching works fast and in a personalised way but we cannot spare determination and stepping over our boundaries.

Sessions last 90 minutes and are usually repeated evey 2-3 weeks, depending on the subject. An average process takes 5-8 meetings but there have been cases when even 1 time was enough. 

We strive to ensure that sessions are as personalised as possible, they are compatible with the individuals’s life situation and goals and provide an effective solution for dealing with difficult challenges.

 1. Corporate Outplacement programmes:
We have several clients, whose career coaching programme is financed by their formal employer. This is also often referred to as caring redudancy. What does it mean? Nowadays quite a few companies are forced to part with employees not because of performance issues but because of a business shutdown, reorganisation or mergers which may result in duplicate roles, the termination of divisions or whole business lines. In many cases these companies would like to support redundant employees in finding new opportunities by offering high level career coaching. 
The complete programme lasts about 3-4 months, with 15-30 hours of coaching. Coaching sessions take place weekly or bi-weekly.
On request we facilitate online consultancy sessions as well (Wex, Lync, Skype etc.). 
The placement rate after the programme is above 95%.
     2. Individual outplacement programmes:
A lot of individual clients choose to pay for the programme themselves because they consider it to be a worthwhile investment. They know that they will learn techniques to help them find better opportunities in the labour market. 
As it is true for all areas of life, the level of preparedness can be very different for each jobseeker, that is why we build a personalised programme for each participant after the initial orientation meeting. The number of recommended sessions will vary based on each individual case but for a basic programme we suggest 5 meetings.
We are regularly approached by people who haven’t looked for a job for over 10-15 years and we also more and more often assist individuals who are forced or wish to look for a new opportunity after 30 years. 
Elements of the outplacement programme:
  • Self-awareness, recognising professional and personal competencies
  • Setting professional goals
  • Preparation of a career campaign plan
  • Target listing (industry, company size, location)
  • Communication strategy, including: CV preparation, interview techniques, online communication (Linkedin, Facebook and other social media presence), business networking (online, offline).
  • Learning and developing job-seeking techniques, improving and maintaining efficiency.
  • The last step is supporting clients in getting settled in their new job. 
When creating the programme we paid close attention to considering all the factors pivotal for a successful job-seeking project and made sure that we provide a comprehensive solution to jobseekers and those who wish to advance their careers. 

Organisational development

With several clients we went beyond individual coaching and initiated comprehensive and complex change processes that affected the whole organisation. The purpose of these processes were to deploy the internal resources and prepare the organisation for the changes, etc.

Main areas: decision-making processes, communication system and style, management style, the relationship between management and subordinates, conflict management, building strategy and vision for the future, goal setting.

Recruitment specific trainings

We offer individual or group trainings on interviewing techniques for corporate interviewers. The training incorporates employer branding and social media elements.


Moderation is an interactive work method during which we use creative yet structured visual elements such as colourful cards and pinboards. As only one participant is allowed to talk at one time in a discussion, the method ensures that everyone can share their views and opinions. The process is extremely transparent so not even the least extrovert participant will be repressed by their „louder” colleagues. The method helps deal with complex problems within a short period of time. We specifically recommend this method for management meetings, annual planning or for major project kick-off meetings. 

AC (Assessment Center)

Assessment Center (AC) is a selection technique to assess whether applicants are expected to work out in their future roles. During the AC, candidates are faced with a number of tasks typical to the role and their behaviour and reactions will give an indication on how they would perform in real life. Results have shown that candidates selected with this method are more likely to function well since the process focuses on both verbal and practical experience.