executive recruitment agency
your next executive isn't looking: we go and find them.
We combine our data, our sector experts and our AI algorithms to hand your role to the headhunter with the most hires in that field, from branch director to managing director.
- no setup fees, pay on hire
- guaranteed replacement
- hire signed in under 26 days
they hire their executives with muzzo
how it works
you only pay if you hire
01
you describe the role
Using the form above: the role, your company, your sector. The rest is scoped in your first conversation with the Muzzo team.
02
our data picks the headhunters
Our AI shortlists those with the most hires for this role, from more than 2,500 selected headhunters.
03
you meet the best profiles
Approached and qualified by headhunters who specialise in leadership roles. You choose who you meet.
04
you hire, then you pay
Not before. If your new hire leaves within 3 months, we restart the search at no cost.
they hired with muzzo
Muzzo's strength is the diversity of its recruiters: there is always someone listening to our needs.
With Muzzo, I get the reactivity of a marketplace and the quality of a search firm.
let's talk about your role
Antoine and the Muzzo team help you scope your role and choose the right headhunters. Describe your role in the form: we'll call you back to discuss it.
Antoine GigomasCEO and co-founder of Muzzo
one last question?
You set the fee for each role, between 5 and 30%. You only pay it once the person is hired. No fixed fees, no deposit. If you don't hire, you pay nothing. The Muzzo team helps you choose the right amount.
You have a double guarantee. If your new hire leaves within 3 months, we restart the search at no cost. If we don't find a replacement within 4 months, we refund 50% of the fees. On average, 94% of new hires are still in post after 3 months.
Click “get started” and describe your role in two steps. The Muzzo team gets back to you to refine the need. Then the headhunters with the most hires in that field get to work. Launching is free, with no exclusivity.
our executive headhunters are ready to start
A hire signed in under 26 days. You only pay when you hire.
the reality
a leadership role isn't filled through a job ad
a sitting executive doesn't read job offers
A managing director or subsidiary head who is doing well isn't looking: they get approached. You have to reach them with a clear project and arguments that hold up.
discretion matters as much as speed
Replacing an executive in post, preparing a succession, opening a subsidiary: often, the team must not find out through a job ad. The headhunter approaches profiles without exposing your project.
after an acquisition, you need hands-on executives
A group that buys companies needs business unit managers and subsidiary heads able to take over an existing team. Several headhunters then work in parallel, one per role.
case study
Batibig: 8 directors out of 26 hires in 3 months
a construction group growing through acquisitions, backed by Siparex
the roles
the leaders our headhunters go after for you
From the branch to the executive committee, each role goes to a headhunter who has already recruited executives.
business unit manager
The business unit manager runs a business line like a company: revenue, margin, team.
already hired via muzzo
managing director and deputy managing director
The managing director owns the strategy, the results and the relationship with shareholders. We look for someone who has already run a P&L.
already hired via muzzo
branch director and branch manager
The branch director runs a territory: clients, team, local profitability. It is often the first leadership level in a network.
already hired via muzzo
site director
The site director runs a plant, a warehouse or a centre: safety, production, teams. You need a hands-on profile who can also report upwards.
already hired via muzzo
COO and head of operations
The COO turns strategy into organisation: processes, teams, tools. They are the chief executive's right hand.
already hired via muzzo
country manager
The country manager opens or grows a country for a group. They must sell, hire and manage, often alone at first.
already hired via muzzo
chief of staff
The chief of staff tracks the chief executive's priorities and moves forward topics that span several teams. A role of trust that calls for judgement.
already hired via muzzo
deputy director and graduate programme
To prepare succession, some groups hire future executives straight out of school, then deputy directors. Batibig did it with Muzzo.
already hired via muzzo
the method
a headhunter who already recruits executives
We have tracked every headhunter since November 2020, on three criteria: how many hires they make, the quality of their profiles, their speed.
you describe the role
You fill in the form, then we talk it through: the scope, the stakes, the pay, the timeline. You set the fee, between 5 and 30%.
we choose the headhunters
From more than 2,500 selected headhunters, we keep those with the most hires for leadership roles like yours.
you meet proven executives
The headhunters approach every profile discreetly and check their track record. You meet only a handful of profiles, all of whom have already held this type of role.
you only pay if you hire
Nothing to pay upfront. No fixed fees, no deposit.
hiring an executive: what you need to know
why use an executive recruitment agency?
You do not hire a managing director, a COO or a subsidiary head through a job ad. The right people are in post, often well settled, and only move for a specific project. An executive recruitment agency approaches them directly and discreetly.
Discretion matters on both sides. The executive you approach does not want their employer to find out. And you do not always want your teams, customers or competitors to know the role is open, especially when you are replacing someone.
hiring a managing director in France: corporate officer or employee?
Settle the status before the search. In a French SAS, the managing director (directeur général) is usually a corporate officer: appointed under the articles of association, and that mandate is not an employment contract. Some executives ask for an employment contract on top, to keep an employee's protections.
Holding both is possible under conditions, notes Bpifrance Création: duties distinct from the mandate, separate pay and genuine subordination. It is ruled out, for instance, for the majority-shareholder manager of a SARL (French limited company), who controls the company. Raise it with your lawyer at the brief stage: the status shapes the offer and the negotiation.
hiring leaders after an acquisition or a funding round
Leadership hires often come in waves. After an acquisition, an LBO or a funding round, you need a subsidiary head, a finance director and a sales director at the same time. Funds and their operating partners expect the team in place quickly.
At Muzzo, each role goes to its own headhunter, and the searches run in parallel. For Batibig, a construction group backed by Siparex, 8 headhunters worked at the same time: 26 successful hires in 3 months.
what an executive headhunter checks
A strong CV is not enough. The headhunter looks at what the executive changed in previous roles: a business turned around, a team rebuilt, a site opened or closed, an integration after an acquisition. Each result is read in context: company size, shareholders, real room to act.
They also take references from people who worked with the executive, with their consent. You meet only a handful of profiles: leaders who have already done what you expect from the role.
how much does it cost to hire a managing director with Muzzo?
Many executive search firms bill part of the fee when the assignment is signed, then at each stage, whether or not the hire happens. With Muzzo, you set the fee, between 5 and 30%, and you only pay it on hire. No deposit, no fixed fees.
If the executive leaves within 3 months, we restart the search at no cost. If no replacement is found within 4 months, we refund 50% of the fee. Getting started is free, with no exclusivity.
your questions about executive recruitment
On average, a Muzzo hire takes 26 days, across all roles, over the last 12 months. For a leadership role, the timing depends mostly on the scope of the role and the notice period of the chosen executive. The Muzzo team gives you an estimate from your first conversation.
Yes. Tell us from the first conversation. The headhunter can then present the role without naming your company, and give your name only to the shortlisted profiles.
Yes. It is common after an acquisition or a reorganisation. Each role goes to its own headhunter, and the searches move forward in parallel. For Batibig, 8 headhunters worked in parallel: 26 hires in 3 months, including 8 directors.
Yes. After an investment, a fund or its operating partner often has to strengthen the leadership team quickly. Each role goes to the headhunter with the most hires in that field, and you only pay on hire.