Kestria partners secured the executive search assignment for Alcar Holding through a strategic and well-coordinated approach. The opportunity originated when Kestria Austria received a request from the CEO of the Chamber of Commerce for Switzerland, Austria and Liechtenstein, who inquired about Kestria’s capabilities in international executive placements. The request was for a CEO search in Switzerland for Alcar Holding. The priority was to find a candidate with the expertise to drive business growth and the ‘Swissness’ needed for a smooth transition and management stability. Kestria Switzerland’s persistence and reputation, reinforced by ongoing discussions with Kestria Austria, ultimately secured the mandate.
Market insights and competitive positioning
Recognizing the client’s limited market insight, the priority was to provide comprehensive market intelligence. Rather than conducting conventional research, an early-stage market preview was delivered, offering a strategic overview of the talent landscape. Within weeks, the client gained access to a broad pool of potential candidates, ensuring an informed and effective selection process.
Local expertise was pivotal, helping the client shift from an initial outsider’s perspective to a deeper understanding of the Swiss recruitment landscape. This aspect was particularly critical, as their initial compensation expectations reflected unfamiliarity with Swiss salary standards. Without a clear reference point, they ultimately had to adjust their offer significantly to remain competitive. This process underscored the importance of understanding Swiss market dynamics.
Franz Schuster
Managing Partner, Kestria Austria
'Working with the Swiss team on a search mandate has been an outstanding experience. From the very beginning, they demonstrated a deep understanding of our needs and brought an impressive level of expertise to the table. Their collaborative approach, attention to detail and commitment to finding the perfect fit were evident throughout the process. I was particularly impressed by how seamlessly they coordinated across markets to ensure we had access to the best talent. The results exceeded our and our client's expectations and I couldn’t be more satisfied with the outcome.'
Market entry challenges
- Overcoming bias: Conducting a hidden search to find the right leader
The biggest barrier Kestria Switzerland faced was the conviction of both the CSO and the company owner that they already knew everyone in Switzerland and that no suitable candidate existed to drive the company forward. As a result, they had to conduct a hidden search, navigating this significant challenge.
- Developing a compelling story to reshape Alcar’s image in Switzerland
The biggest challenge was Alcar’s lack of brand recognition in Switzerland, as its products were sold under the distributor’s name, limiting direct market visibility. To address this, it was crucial to position the client as a European market leader. A strong positioning strategy was essential to highlight Alcar’s growth potential and leadership well-known in Europe but largely unrecognized in Switzerland.
- Supporting the Alcar team in understanding the Swiss market and culture
At the same time, the client had a limited understanding of the Swiss market. While Alcar’s leadership was highly successful, they lacked experience in navigating the complexities of acquiring a Swiss-based, family-owned and traditionally conservative company.
- Ensuring a smooth leadership transition in a family-owned business
A key challenge was managing internal dynamics, as the former owner and CEO remained actively involved after 30 years as a family-owned business. The ideal candidate needed both technical expertise to drive growth and soft skills to ensure a smooth transition without disrupting key employees. Cultural fit was crucial for long-term stability.
- Aligning salary expectations for the Swiss market
Another challenge was the salary expectations of foreign companies. Swiss executive salaries are typically significantly higher. While the client could have reduced costs by appointing an internal candidate, ensuring the right fit was paramount. In addition to salary alignment, introducing local regulations played a crucial role in the process. This understanding enabled Kestria Switzerland to guide both the client and the candidate through the negotiation process, ultimately ensuring a competitive and structured offer.
Bruno Lässer
Chief Financial Officer, Alcar Holding
'We appointed Viavanta for the recruitment of senior management in a very narrow and demanding market environment. Thomas and his team very quickly gained deep insight into the relevant players and were both very efficient and broad-minded in identifying and approaching high-caliber candidates. They guided us closely through all stages of the process and acted as a trustworthy and strong sparring partner from the very beginning until the signing of the contract. Viavanta’s performance was outstanding in every aspect and by far exceeded our expectations.'
About Alcar Holding
Alcar Holding is a leading European manufacturer of steel and alloy wheels, specializing in high-quality, durable solutions for the automotive industry. With a strong focus on innovation, safety, and design, ALCAR supplies original equipment and aftermarket wheels across multiple markets. The company is known for its precision engineering, rigorous quality standards and commitment to sustainable production. Its extensive product range caters to various vehicle types, ensuring reliability and performance in all driving conditions.
Thomas Muhmenthaler
Managing Partner, Kestria Switzerland
'As an executive search boutique firm, seamless cross-border collaboration is at the core of our work. When our Austrian colleagues entrusted us with finding a CEO in Switzerland for their client, we delivered. Throughout the process, we provided regular updates, ensuring full transparency at every stage. The result? A successful placement, a satisfied client and the next project already secured - demonstrating the value our approach brings to both clients and partners.'
Identifying the right leader
The ideal candidate required both corporate expertise and a strong connection to Swiss business culture, balancing innovation with the expectations of the local market. Ultimately, Kestria Switzerland identified a candidate who had an international background and was part of a large corporation undergoing a transition from a locally structured company to a sales organisation, making it likely that the CEO would vacate the position within the coming months. This prospect influenced his decision to leave and accept the offer from Alcar Holding.
235
The initial list of candidates
22
Main candidate focus
3
The final candidate list
Critical success factors
1.
Market intelligence: A comprehensive analysis went beyond CEO identification, providing insights into competitor structures, market dynamics, key accounts, dealer relationships, e-commerce strategies and relevant industry players. This intelligence was essential in guiding the client’s strategic decisions.
2.
Strategic compensation structuring: The client highly valued the Kestria Switzerland financial department's support in developing a competitive, market-based compensation package. This strategic support was crucial in providing the leverage needed to secure the ideal hire.
3.
Comprehensive market coverage: A thorough market assessment ensured the client’s confidence in their search. There was no uncertainty about overlooking potential candidates from competitor companies; instead, the client recognised that those profiles were not the right fit, reinforcing their decision. This approach provided a well-balanced and informed selection process.
Summary
The process culminated in a successful placement, with the client expressing high satisfaction with Kestria’s professional approach and results. This collaboration led to further discussions about future cooperation with the client to conduct searches for two additional sales positions, in alignment with the company’s long-term strategy and operational goals.
For both the client and Kestria partners, trust was a fundamental aspect. When the project was launched, the team took the lead by recommending one of the partners, despite not having an established relationship. From the outset, they ensured all necessary information was provided. It was crucial for the client to understand that Aristid and Viavanta are integral parts of Kestria, making it a Kestria matter.
Transparency is key - ensuring all stakeholders are aware of the project's status and confident in the results. The client values having one consistent voice, regardless of whom they speak to.
