From the first definition of the position, through direct and competition search, competence-based interviews, full assessments, specific, structured reference checks, until completion and on-boarding, we support in word and deed all aspects of the search and selection process with a complete orchestra of well-tuned instruments.

With us, no junior consultants or any transfer to a research team. From first appointment, long-list building, interviews, reference checks, to completion and on-boarding: we always work as two senior consultants on every project, active in all facets from A to Z.

It's not about filling a vacancy, it's about achieving the goals and ambitions of our clients. It's all about making a team (even) stronger and letting our candidates excel in their new positions.

No black-box approach from us, but a transparent process from start to finish. Throughout the search project, we report to the client's key stakeholders regularly to keep them informed. This way, you know exactly where we are in the process and what still needs to be done before the deadlines.

In our search for potential candidates, we primarily rely on a direct headhunting approach, supported by extensive databases and state-of-the-art AI software. We leave no stone unturned in our quest to identify the best candidates in the market.

We build long-term relationships with our clients, acting as true partners and continuously deepening our understanding of their strategy, organisation and culture. This enables us to scan the market daily for future talent, including leadership talent, even when there are no active assignments.

Avon Arrow works only on an exclusive basis. This way, we can really go in-depth and give our undivided attention to each individual project — from the first vacancy definition through search and selection, until the final decision and the on-boarding.

With its founding going back to 1997, Avon Arrow Executive Search started in 2001 with a first practice group focused on IT and Tech positions. From our very first offices at Prinsengracht in Amsterdam, first clients included KLM Royal Dutch Airlines and DNB – De Nederlandsche Bank.

Growing our client portfolio and diversifying into new industries (media, manufacturing, technology), we felt the need to connect with international executive search partners to be able to support our local clients with cross-border recruitment needs. In 2003 we we became the official partner of Glasford International, a global operating executive search network.

We were accredited for the SHL psychometrical tools in 2002 and the Pi-Media assessment instruments in 2005, including a variety of personality, capacity and leadership psychometrical assessment instruments, bringing additional depth into our selection processes.

We are about quality, not about quantity. But reaching the successful completion of the 500st executive search assignment (CFO / co-Managing Director role for coffee/tea retailer Simon Lévelt) still feels like a very special one.

In 2023 Scott Scanlon Media ranked us as one of the leading top 20 executive search companies, stressing the professionalism of our daily work.

Successfully completed our 750st executive search assignment (a new Managing Director for audiovisual tech integrator BIS-Econocom), on the way to many more!

Supporting strategy and further professional development of our international partner network, Miguel Swaen stepped in as the chairman of Glasford International.

Our 90-day program is specifically designed to guide managers and directors individually to effectively and successfully complete their first 90 days in a new role. More info: Executive onboarding coaching for new leaders.

EGLCC Network is the European network of proud business owners, national LGBTIQ business chambers and corporate allies. We joined in 2024 as a member of the Dutch LGBTIQ Chamber of Commerce, in 2025 as a member of the European LGBTIQ Chamber of Commerce.