Executive search och chefsrekrytering i Sverige

What Does Organisational Design with Head Agent Involve?

1. What Does Organisational Design with Head Agent Involve?

We help you review how roles, responsibilities, competencies and ways of working need to align to support your business. This includes where roles sit within the organisation, how decision-making authority and reporting lines are structured, and how processes and organisational structures affect collaboration. The starting point is always what your business needs to achieve.

When Should You Review Your Organisational Structure?

2. When Should You Review Your Organisational Structure?

Growth, transformation or a new strategic direction may require changes to your organisational structure. The need may also become apparent through unclear responsibilities, slow decision-making or limited collaboration between functions. We help you identify what needs to change and what should be retained.

How Do You Determine Where a Role Should Sit Within the Organisation?

3. How Do You Determine Where a Role Should Sit Within the Organisation?

We assess the role's responsibilities, decision-making authority and key stakeholders. Together, we evaluate reporting lines and organisational placement to determine where the role can contribute most effectively. This may involve balancing central and local responsibilities or defining how a role should interact with the management team.

How Do You Identify Competency Gaps?

4. How Do You Identify Competency Gaps?

We compare your organisation's future needs with its existing competencies and leadership capabilities. This helps identify which capabilities need to be developed, used differently or brought into the organisation. Our knowledge of the candidate market also helps you assess which profiles are relevant and realistic to attract.

Do You Also Review Organisational Structures and Processes?

5. Do You Also Review Organisational Structures and Processes?

Yes. We examine how responsibilities, decision-making and collaboration work in practice, including the processes that affect each role's ability to deliver results. We focus on identifying overlapping responsibilities, unclear handovers and other barriers to effective execution. Our recommendations may include both organisational changes and clearer ways of working.

How Do You Adapt Your Advisory Services to Different Types of Companies?

6. How Do You Adapt Your Advisory Services to Different Types of Companies?

We tailor our approach to your company's size, stage of development, ownership structure and business needs. A scale-up may need to clarify leadership roles and establish structures for continued growth, while a larger, established organisation may need to review responsibilities across functions or organisational levels. With over 15 years of experience across industries, from startups to large corporations, we bring perspectives that are always evaluated against your specific circumstances.

Does Organisational Design Always Lead to Restructuring or Recruitment?

7. Does Organisational Design Always Lead to Restructuring or Recruitment?

No. Sometimes the best solution is to clarify decision-making authority, improve ways of working or develop existing employees. We help you assess which actions are justified and prioritise the next steps. If additional competencies are needed, we can also help define the role ahead of recruitment or an interim appointment.