Semiconductor executive search
for leadership roles that shape your roadmap
We help semiconductor companies in Europe hire senior leaders when the role is hard to define, hard to attract, or too important to get wrong.
Specialist semiconductor search across Europe. Senior and leadership hires only.
If you feel the pressure to get a critical hire right
Let’s look at it together
We’re Claude and Alex.
Together with our research team we work alongside semiconductor companies on executive- and leadership hires, helping bring clarity to the market, the approach, and the decisions that matter.
In most cases, the challenge isn’t a lack of candidates — it’s about getting the right alignment between the team, the business, and where it’s heading.
If you’re hiring and want a clearer view of the market before pushing further, we’re happy to take a look with you and share how we’d approach it.
Proof that matters
We are trusted by semiconductor businesses when the hire is important and difficult to get right.
Their understanding of the semiconductor and high-tech sector made a real difference during the hiring project.
David Núñez Teruel
Semiconductors Division Director, ALTER TECHNOLOGY
Claude brings strong insight into the European semiconductor talent market and is helping us redefine our foundational leadership roles.
Margarita Navia
Head of Strategy, Innofab
They quickly understood what we needed and presented highly relevant candidates.
Daniel Perez-Lopez
Founder & CTO, Ipronics
Free · Before you launch your next hire
Free Semiconductor Leadership Vacancy Review
If you’re about to hire, or already trying to fill a role, we’re happy to take a look with you.
In a short, practical conversation, we’ll give you clarity before you start the hiring process.
You’ll come away with a clearer view of whether the role is realistic, where the right leadership talent sits, and what approach is most likely to work.
- Review the role and brief for market fit
- Assess the likely talent pool and where it sits today
- Highlight the biggest risks in the hire
- Recommend the best search approach
No cost. No pitch.
Just clarity on what’s realistic and what to do next.
Request a free review on your leadership vacancy
Who this is for
If any of these sound like your situation, we are likely a good fit.
Founder-led semiconductor companies
You are making one of your first senior hires and need to get it right the first time.
Mid-sized semiconductor firms
You are building out a management team and need experienced leaders who can scale the business.
Companies replacing a critical leader
A senior departure has left a gap that cannot stay open for long.
European expansion
You are entering a new country or region and need leadership with the right market experience.
When companies usually come to us
Most of our conversations start at one of these points.
- The role is important, but the brief still feels unclear.
- Internal hiring efforts have not worked and the role has been open too long.
- The role is too niche for a generalist recruiter.
- The best people for this role are not actively looking.
- The hire will shape the next stage of the business.
Why executive hiring in semiconductors needs a specialist approach
The semiconductor talent market is small, specialised, and moves on reputation. A generalist process rarely reaches the right people, and a weak one wastes time at the exact level where time costs the most.
The talent pool is narrow.
There are only so many people who have led at the level you need, in the area you need. Finding them takes specialist knowledge of the market.
The brief often needs pressure-testing.
Titles, scope, and compensation do not always match the reality of the market. We help refine the brief before going out.
The best candidates are not applying.
They are employed, well paid, and not reading job ads. Reaching them takes a direct, credible approach.
A weak search process costs time at leadership level.
At senior level, a slow or sloppy process loses candidates, damages your reputation, and delays the business.
How we work
A six-step process designed for senior and leadership hires. No volume, no shortcuts.
Step 01
Define the role properly
We clarify what success looks like in the role, not just the title or ideal background.
This is usually where we add value before the search even begins.
Step 02
Test the market reality
We pressure-test the compensation, scope, and location against the actual talent market so the brief is realistic before going live.
Step 03
Build the target map
We identify the most relevant companies, teams, and individuals to approach, and share the map with you so you can see the logic.
Step 04
Approach and assess
We use targeted headhunting to reach senior candidates with the right strategic fit who aren’t actively looking.
Every shortlisted candidate is fully assessed for technical depth, leadership ability, and goal allignment.
Step 05
Interview Coordination & Feedback
We handle all interview logistics, saving your team time. We also share feedback on both sides to keep alignment clear and avoid surprises.
This helps you make faster, more confident hiring decisions.
Step 06
Offer, Closing Support and Post-Hire Follow-Up
We guide you through offer negotiations to help secure your chosen candidate with no last-minute surprises.
Once they’ve signed we follow up post-hire to make sure things are working on both sides.
Talk to us about your leadership hire
Before launching a leadership search, we can help you pressure-test the brief, the market, and the likely talent pool. A short call is usually enough to know if we are the right fit.
For semiconductor companies in Europe hiring for senior, specialist, or leadership roles.
Questions we usually get
When the role is senior, the talent pool is small, and the hire matters enough that you want a focused, committed process rather than a volume-based one.
We focus on senior and leadership hires. We also take on high-value specialist roles where a generalist recruiter would struggle.
Yes. We work with companies hiring in the UK, Benelux, DACH, the Nordics, France, Spain, and other parts of Europe.
Often, yes. Clarifying the brief is part of what we do in the first step of the process.
