Recruitment & Executive Search

The right person.For a pivotal role.

Experience recognises potential.
Understanding people builds connections.

Michael Wolfgang Haaker
More than 35 years of headhunting experience

Portrait of Michael Wolfgang Haaker wearing a blue suit

01 / The right fit

A strong profile
is the starting point.

What matters is how professional expertise, personality and motivation align with the role. We also consider leadership approach, interpersonal skills and expectations on both sides – in the context of the company’s actual requirements.

Professional expertiseWhat skills and experience does the role require?

We consider specialist knowledge, relevant practical experience and the ability to take responsibility effectively within the specific business environment.

Personality & motivationWhat drives this person?

We discuss expectations, motivations and reasons for considering a move, so that both sides can make an informed decision.

Role & objectivesWhat should this role achieve?

Responsibilities, objectives and scope to make a difference are clarified early, along with the challenges the role brings.

Leadership & environmentWhat enables effective collaboration?

Leadership approach, company culture and the realities of the working environment are part of the search. They influence whether an accepted offer becomes a lasting working relationship.

02 / Research & selection

Systematic research.
Personal judgement.

A clear brief provides the basis for a thorough search. Personal conversation informs the selection.

An external research team and selected AI tools support the systematic search. They help us explore relevant markets and identify potential candidates in a focused way.

I remain personally responsible for the conversations, assessment and guidance throughout.

Michael Wolfgang Haaker

03 / Search process

From the first conversation
to a considered decision.

A clear process. One personal point of contact.
And time for the questions that matter.

01Clarify the briefUnderstand the role, its context and expectations.
Together, we refine the search profile: objectives, responsibilities, professional requirements and the personality that could be effective in this environment.
02Map the marketResearch systematically and explore relevant areas in depth.
An external research team supports the search. Selected AI tools help structure information and explore relevant areas of the market.
03Make a direct approachPresent the role credibly.
Direct approaches give potential candidates a clear picture of the opportunities and challenges. The aim is to build interest on a realistic basis.
04Hold detailed conversationsAssess suitability and motivation.
Michael Wolfgang Haaker conducts the personal conversations. Experience, expectations and motivation for a move are considered in relation to the specific role.
05Introduce suitable peopleMake the fit with the brief clear.
We introduce suitable individuals, supported by a thorough and transparent assessment. We clearly identify any questions to explore in subsequent meetings.
06Support the decisionStay in dialogue through to agreement.
I support the further conversations, the decision and the finalisation of the employment contract. Outstanding expectations and practical terms are addressed in good time.

04 / Experience

Understand the sector.
Broaden the search.

Michael Wolfgang Haaker

Your personal point of contact

More than 35 years in headhunting have sharpened my understanding of what demanding appointments require: professional depth, relevant experience and a personality suited to the role and the business environment.

As an executive coach, I also support leaders with career decisions and their personal development. This work shows me how much motivation, leadership approach and individual goals matter for a successful next step. That perspective informs my work as a headhunter – from the first conversation to the appointment decision.

Work in Germany – including Frankfurt am Main, Berlin and Leipzig – and in Portugal has shaped my international perspective. I work on technical, commercial and IT-focused appointments.

Each sector has its own requirements for experience, leadership and adaptability. Our main areas of focus are automotive, aerospace, IT, and mechanical and plant engineering.

Consider candidates from adjacent markets

The search also considers adjacent markets where experience and skills can transfer to the specific role. This opens up additional candidate pools while keeping the requirements of the position firmly in view.

More about my coaching work at TUCAN Coach

05 / Get in touch