01 / Confidential executive search / Kyiv

Senior leadership decisions deserve a written brief, not a CV pile.

globalskwyline.com is a B2B executive search firm for Ukrainian companies, not a job board. Every search begins with a written role brief and closes with structured, anonymized candidate dossiers.

Confidential search NDA-led process, documented at every stage.

Request a confidential briefReview the search process
Closed oxblood folder and brass letter opener on a dark boardroom table in Kyiv
Boardroom detail at Business Center Gulliver, Kyiv.

Sector assignments

  • Financial services14
  • Industrial11
  • Technology9
  • Consumer8
  • Energy6
  • Healthcare5

Assignment counts reflect completed mandates, 2019 to 2025.

03 Confidential evidence

Sector coverage counted by signed mandates, not by advertised vacancies.

Where our executive search mandates are concentrated

Completed assignments from January 2023 to March 2026. Counts are rounded and exclude searches still under NDA.
SectorMandatesRoles most often briefed
Agribusiness34Chief Operating Officer; Head of Grain Trading
Energy and utilities27Asset Director; Head of Grid Operations
Financial services22Chief Risk Officer; Retail Banking Director
Retail and distribution19Commercial Director; Supply Chain Lead
Technology and telecom16Chief Technology Officer; Head of Product
Healthcare and pharma12Country Manager; Medical Director

A mandate is counted once a written role brief is agreed and the search is closed, whether or not the appointment was made. Sector labels follow the client's primary revenue line, not the candidate's last employer.

Ask for the sector breakdown under NDA

02

Confidential

Three mandates we run under written agreement, each with a defined scope and a documented outcome.

Service lines, defined by scope and deliverable

We are a B2B executive search firm, not a job board and not a general recruitment agency. Every mandate starts with a written role brief covering scope, decision rights, compensation range, and job-related competency criteria.

  1. 01

    Retained executive search

    ScopeSenior management and board-level roles, mapped against the signed brief rather than a keyword match.

    OutcomeA shortlist of presented candidates, each with reference status recorded and remaining gaps stated in writing.

  2. 02

    Leadership competency assessment

    ScopeStructured interviews scored against five agreed leadership criteria, with notes limited to evidence observed in the session.

    OutcomeAn advisory comparison sheet. Results support your decision and do not guarantee selection, performance, or placement.

  3. 03

    Structured candidate presentations

    ScopeAnonymized dossiers in a fixed format: role, mandate, competency signals, and reference status.

    OutcomeIdentities are released only under NDA and with the candidate's recorded consent, never before.

Confidentiality is protected within signed agreements and applicable law. It is a controlled process, not an absolute promise.

See full scope and fee basis
04 Confidential

NDA terms, data handling, candidate consent and the legal limits of discretion.

Confidentiality is a controlled process

Confidentiality is protected within signed agreements and applicable law. Every mandate, candidate file and assessment record follows the same written protocol, from the first briefing call to the final presentation.

  1. Mutual NDA before the brief

    We sign a mutual non-disclosure agreement before role scope, reporting lines or compensation ranges are discussed. Search files sit on restricted drives with named access only.

  2. Data handling and retention

    Client and candidate records are separated by mandate, logged on access and kept only as long as the assignment and statutory retention require. Nothing is shared with third parties without written instruction.

  3. Candidate consent

    Candidates are informed before their name, employer or compensation data reaches a client. Presentations stay anonymized until the candidate explicitly approves disclosure.

  4. Legal limits of discretion

    Discretion applies within the law. Information is disclosed where a court order, regulatory request or the candidate's own instruction requires it, and the client is told when that happens.

Full detail on candidate data rights is set out in our candidate privacy notice. To open a mandate under NDA, request a confidential briefing.

Five stages, each closing with a signed document

Executive search for Ukrainian companies runs on paper, not impressions. Every mandate follows the same sequence, and nothing advances until the hiring panel signs off on the stage before it.

  1. 01

    Role brief

    Scope, decision rights, compensation range and job-related competency criteria are written down and agreed.

  2. 02

    Market map

    Sectors, company sizes and reporting lines are mapped without contacting named candidates.

  3. 03

    Confidential approach

    First contact happens under NDA through the partner, never through public postings or a shared inbox.

  4. 04

    Leadership assessment

    Structured interviews and references are scored against the competency criteria fixed in the brief.

  5. 05

    Standardised presentation

    Anonymised dossiers carry evidence, flagged risks and a side-by-side comparison with the mandate.

Leadership competency matrix

Each criterion is scored 1 to 5 against the agreed brief
CriterionWeightEvidence source
Strategic judgement5Documented past decisions
Commercial ownership4P&L responsibility record
Team leadership4Span of control, retention
Stakeholder conduct3Reference interviews
Change execution3Assignment-specific cases

Assessment results are advisory. They do not guarantee selection, performance or placement. Fee structure sits on the services page.

Request the role brief template

05

Confidential / NDA

Every dossier is anonymised and standardised, with evidence lines, risk notes and a direct comparison to the written role brief.

What the client receives, not what a CV claims

Traditional CV

  • Self-reported titles
  • No criteria for the role
  • References unverified

Structured competency presentation

  • Evidence mapped to brief criteria
  • Assessment notes with stated limits
  • Reference status recorded per candidate
Anonymised extract from a closed industrial mandate
FieldCandidate ACandidate B
RoleOperations DirectorPlant Director
MandateTurnaround, 3 sitesCapacity expansion
Competency signalsCost recovery, 18 monthsCommissioning, 2 lines
Reference statusAvailable under NDATwo references taken

Assessment results are advisory and do not guarantee selection, performance or placement. See the five search stages or open a written brief.

08

Confidential

Every engagement starts with a written role brief before a single candidate name is shared.

Open a search under a signed brief

Send the role scope, decision rights and compensation range. Confidentiality is protected within signed agreements and applicable law, and no candidate dossier leaves our files before that brief is approved.

Request a confidential brief Review the fee basis

contact@globalskwyline.com+380 967 734 3826