In this interview, André Batterman, CEO of Batterman Consulting, talks about 40 years of executive search, modern leadership requirements, the role of AI and why cultural fit is more important than ever.
Mr. Batterman, you have been running Batterman Consulting for over four decades - how has your company developed since it was founded in 1982?
Since 1982, we have established ourselves as a leading premium executive search firm in German-speaking Switzerland and internationally. Our motto "We serve you better" stands for sustainable partnerships and the highest quality.
How has the executive search market changed in the last five years - and where do you see the next upheavals?
The demands placed on managers have increased significantly - not only in terms of their technical skills, but above all in terms of adaptability, cultural competence and strategic thinking. At the same time, we are experiencing a paradigm shift from position filling to sustainable management architecture. In the coming years, artificial intelligence in particular will ensure greater transparency in the market - but it will never replace personal relationship building and a keen sense of fit.
How do you distinguish between a good and an excellent CEO candidate?
A good candidate fulfills requirements. An excellent candidate asks questions, thinks ahead, brings clarity to complex systems and builds trust in the shortest possible time. We pay close attention to systemic thinking, value orientation and the ability to provide guidance in uncertain markets. This dimension is difficult to measure - but is usually clearly noticeable during the interview.
What role does AI play in filling top positions?
AI is already helping us with data analysis, active sourcing, CV screening and matching. However, it does not replace the differentiated judgment that we develop during personal interviews or cultural fit. AI is a tool - not a decision-maker. It can increase speed and efficiency, but it can never replace knowledge of human nature or experience.
How is Gen Z changing the executive search market?
This generation demands meaning, development and genuine participation. This also changes the expectations of leadership: it is less about status and more about impact and attitude. For us, this means that we advise companies more on how they understand leadership as a cultural achievement - not just as a position of power.
How do you recognize whether a candidate really fits in with the corporate culture?
Multidimensional interviews, cultural fit analyses and reverse interviews can be used to interview candidates and companies. However, our experience is that it is often enough to take a look at the dynamics between the candidate and the decision-maker - body language, choice of words, attitude. This cannot be completely digitized - it is a question of "stable smell", as we say in Switzerland.
What skills will managers absolutely need in 5-10 years?
In addition to strategic thinking and digital understanding, of course:
How do you manage your company?
I lead with trust, clarity and dialog. With us, everyone can think, help shape and take responsibility - that is part of our success. At the same time, I demand and expect a lot: entrepreneurial action, quality, depth and the courage to rethink and implement things from time to time. I see myself as a source of inspiration rather than a controller.
We would like to thank André Batterman for the interesting interview and the valuable insights.
Batterman Consulting Basel AG
Executive Search,
Byfangweg 1a, CH-4051 Basel
T +41 58 680 55 55
basel@batterman.ch
