Portrait - Michael Gribl

Michael Gribl has been the chief consultant and founder for esc-international.com in Munich since March 2019. Before that he was 7 years as a partner for Ising International Consulting and shareholder and partner for Gribl, Kolb & Partner successfully as a recruitment consultant in the IT-Sector.

According to his business management degree at the University of Augsburg in the 90`s, Michael Gribl was mainly active in the field of sales for international IT and software companies. 12 years in various management roles, among others. At the adesso Group as sales director and as the last stop in the role of managing director for a Swiss software development company before he decided to become a career consultant in personnel consulting.

Michael Gribl also has extensive training and education as a conflict coach and economic mediator (BMWA).

Portrait - Luca Gribl

Luca Gribl has been working for esc-international.com since September 2024 as an Associate Consultant in the areas of direct search and research.

He began his career as a successful sales manager in the field of digital communication concepts.

Luca Gribl is trained as an office management assistant in the marketing industry.

Us and our values

We support you effectively in filling specialist- and executive positions and offer a goal-orientated partnership which ensures trustful, long-lasting and successful collaboration.

The commitment to our values defines a way of working, which leads to a successful an sustainable development of your business as a whole.

We therefore only recommend candidates who can identify themselves with the normative requirements of your company and who possess both the personal qualities as well as the required professional qualifications to act responsibly and creatively within their future role.

As an active partner in this process we base our success on our longstanding experience in human resources consulting and in numerous management roles.

Applying a substantiated and well-founded method of evaluation we see ourselves as a responsible, reliable and fair partner who will not only successfully select and integrate the right candidates for you, but will actively support you to optimise change and create lasting value.

We see our elemantary values in

  • Respect
  • Trust
  • Fairness
  • Loyalty
  • Moderate Action
  • Responsibility
  • Credibility
    •

Our Services

Executive Search
 When selecting potential candidates for the first and second management levels as well as for the supervisory and advisory board we seek direct and personal contact. This active approach has proven to be the most effective practice as at this stage only a limited number of individuals are carefully chosen. We favour the same approach when selecting candidates for sales positions as in these roles personality plays a particularly vital part. We feel that especially for leadership positions it is beneficial to include suitable internal candidates in the final selection. Alternatively if an external candidate proves to be the better choice for the company this option should be further pursued.

Selection
 When searching for specialists and qualified graduates as well as for positions with little management responsibility, traditional recruitment ads in the print media and on the internet are the most suitable method. This process may be complemented with a personal approach if a position is of particular importance for the company or in case an advertisement is unsuccessful. Transferring the recruitment process into our hands will save you time and ensure professional and efficient execution.When searching for specialists and qualified graduates as well as for positions with little management responsibility, traditional recruitment ads in the print media and on the internet are the most suitable method. This process may be complemented with a personal approach if a position is of particular importance for the company or in case an advertisement is unsuccessful. Transferring the recruitment process into our hands will save you time and ensure professional and efficient execution.

Research
 esc-international.com offers industry-specific, scalable research services for direct candidate searches.

We are happy to be part of your research process and support you throughout the entire recruitment process - tailored to your needs. We can supplement this or, if required, take over the complete executive research for you.

The benefits for you - perfectly matched candidates, shorter project duration, concentration on your core competencies and an exchange with a specialized executive research partner at eye level.

Our research activities include the identification, verification and initial approach of potential candidates.

As a result of our work, you will receive all the necessary documents from the respective candidates and an informative interview report so that you can continue with your further work and assessment steps.

„If the task is best fulfilled for you, we are satisfied.“

True to this motto, we act and we work together with you to find the most suitable personality for the vacancy. Our central added value and differentiating feature lies in the sense of people. A skill that does not learn can be.

Methodology and working method – Executive Search

During the course of a project we apply a well-structured methodical approach which ensures optimum results. This process is split into four phases:

  • Environment and market analysis
  • Analytic of candidates
  • Presentation phase
  • Introductory phase
    •

The definition phase initially aims to establish a strong understanding of a company’s key working processes and goals with an additional focus on developing a comprehensive character profile of the organisation. Through this dynamic and thorough approach we are then able to identify and develop a professional and personal requirement profile for each position. This intensive and thorough profiling process permits us to then start a targeted and effective search through which we are able to recommend a small number of highly suitable candidates.

We will then proceed to develop a comprehensive individual personality profile based on substantiated and reliable evaluation methods which will accompany the interview phase and provide an additional angle during the entire recruitment process.

We will continue to advise both the client and the candidate regarding all specialised and personal questions until the completion of an employment contract. By ensuring that both parties feel suitably prepared and informed right up to the start of their working relationship we create a strong foundation for a long-lasting and successful collaboration.

Naturally we will continue to be a point of contact for both client and candidate in the future.


Methodik und Arbeitsweise – Research

esc-international.com offers industry-specific, scalable research services for direct candidate searches.

We are happy to be part of your research process and support you throughout the entire recruitment process - tailored to your needs. We can supplement this or, if required, take over the complete executive research for you.

The benefits for you - perfectly matched candidates, shorter project duration, concentration on your core competencies and an exchange with a specialized executive research partner at eye level.

Research process

  • Market observation and search field identification
  • Identification
  • Verification
  • Initial approach
  • Short interview
  • Summary of documents and short reports
    •

Fee Modell

We work within the framework of two alternative fee models.

Stage or Advance payment modell

  • Coordinated and contractually agreed fees
  • Extensive scope of work - see methodology
  • Extensive analytics and reporting
  • Warranty with replacement
  • Project completion with assured success
    •
Success modell

  • Fee on a purely profit basis
  • Limited work process
  • Limited analytics and reporting
  • No re-appointment commitment
  • Limited project duration without guaranteed success
    •

Focal points

Our focus is on managers and specialists in the areas of sales, consulting and development

If you have challenging positions in the aforementioned functional areas that you may not be able to successfully fill with alternative approaches, you will find an experienced partner in us.

In all cases, you benefit from a high level of expertise and excellent networking in the markets.

Knowledge of industries and positions

We have many years of own management experience at various levels. We have in-depth knowledge of industries, markets and processes.

In this way we can present innovative and comprehensive solutions. For example, by expanding the circle of candidates to qualified lateral entrants.

Intuitive Assessment

1. Objective

The ‘Intuitive Assessment’ attempts to assess an individual’s suitability for a specific project or role. It is on the one hand relatively easy to gain a clear understanding of technical aptitude on the basis of training and prior work experience, conclusive personality testing on the other hand requires a coherent testing system so that a candidate’s key personality traits can be confidently recognised and assessed.

2. Principles

There are three key components which determine an individual’s success within a given role: Knowledge (intellect), want/desire (soul) and ability (body).

It is consequently beneficial to determine a candidate’s specific characteristics and acquired skills as they offer an insight into his personal skill set and qualification. It is also important to identify which characteristics and skills are indispensable for the role in question. Naturally there will be areas where these requirements, skills and characteristics merge and cross-over.

3. Process

In preparation for an ‘Intuitive Assessment’ the key features of the role and their corresponding characteristics and skills are defined as part of a requirement profile.

Usually these requirements are known and do not have to be established as part of the process, although each role will contain distinct features such as a specific corporate culture and environment.

Alongside this process this corporate culture itself must be defined (Pyramid of Objectives, company situation and problem areas) as this can have a potential impact on key characteristics and their relative importance.

During the interview assessment an indirect communication method is applied. Here the purpose of a question or a remark is not immediately identifiable for the candidate thus enabling the interviewer to investigate and weigh up relevant key requirements.

It is therefore essential that the interview is not conducted as a question and answer game but as a relaxed dialogue. It is absolutely crucial during this process that the candidate is at ease and perceives the conversation as beneficial on a professional as well as a personal level. It is particularly the incorporation of personal themes into the dialogue which offers valuable insight into a candidate’s personality and is able to determine whether a specific role would be beneficial to their on-going development and personal career objectives.

4. Result

The result of this ‘Intuitive Assessment’ is a profile that allows for a conclusion as to an individual’s suitability for a specific role within a particular corporate environment and company situation and is ideally able to generate a vivid, three-dimensional image of a candidate