Our focus

Our clients
The companies and organisations which call upon the services of Interlace are extremely diverse. Nevertheless, they all have one thing in common: they are looking for the best person to fill an important appointment. The positions in question determine the success of the organisation and often involve a very high degree of complexity. Their incumbents bear overall responsibility for the organisation, or a significant part of it. Examples include a CFO for an operating company or the entire group, a director to head up a smaller (family) company, or the President of the Executive Board of a securities trading company. Interlace also recruits and places executives for non-profit organisations and is able to fill vacancies on companies’ Supervisory Boards. Interlace is regularly asked to find executives who are able to lead overseas companies or locations. Interlace has opted not to specialize in any particular sector, largely to avoid the restrictions of any 'out of bounds' agreements which may be in place.

Our Candidates
Interlace always seeks out the best candidate for each appointment. We regard each and every assignment as unique, and look for candidates who are truly suited to the specific situation. We therefore spend much time in investigating all the ‘ins and outs’ of the client’s business setting. We examine and analyze the culture, we talk to the existing staff, we research the objectives, potential risk factors and the direction in which the company wishes to develop. This helps us form an impression of the ideal candidate, whereupon the search can begin in earnest. That search will not be restricted to people who are already known to Interlace, nor by nationality, gender or any other factor.

Diversity
For Interlace, ‘diversity’ is not just a ‘PC buzzword’. We operate on the basis of full equality, regardless of gender, race, background and culture. That said, our aim is to exploit the differences between the equal members of a truly balanced management team. Diversity fosters both creativity and prudence. It prevents hidebound traditionalism and strengthens the organisation’s relationship with the market and society. In certain circumstances, it may therefore be appropriate to apply some positive discrimination within the search, perhaps favoring female candidates.