How the BDAE Group Filled Its Head of IT Position in Just 19 Days

The BDAE Group, based in Hamburg, was looking for a new Head of IT at the end of April 2026. The position had previously been filled on an interim basis by the Managing Director. The company was seeking a leader for a four-person team comprising specialists from different IT disciplines. Together with the Managing Director and HR, Signature Consulting GmbH refined the candidate profile, optimized the job advertisement, and proactively approached 92 potential candidates. Nine individuals were assessed in initial interviews, and three candidates were presented to the BDAE Group. Just 19 days after the search began, the employment contract was signed. The new Head of IT took up his position in mid-June 2026. Through a clear requirements analysis, targeted direct outreach, and feedback provided within a maximum of 24 hours, the BDAE Group successfully filled its Head of IT position in just 19 days.

For 30 years, the BDAE Group has supported people from all walks of life in their journeys abroad. As a specialized provider of international insurance products and consulting services, its experts develop tailored solutions for both private individuals and corporate clients. The BDAE Group's clients include world travelers, digital nomads, long-term travelers, permanent expatriates, and companies of all sizes seeking comprehensive insurance coverage for employees working abroad. Its core focus is on international health insurance products. The group's in-house legal consultancy, BDAE Consult GmbH, also supports companies in ensuring legally compliant international employment arrangements. Its experts primarily focus on the legal assessment of international assignments and the implementation of associated employer obligations relating to employment law, immigration law, social security law, and tax law. Together with its parent company, MSH International, the group serves more than 500,000 expatriates across 194 countries worldwide. The BDAE Group employs approximately 65 people in Germany. At the time of the search, the internal IT team consisted of five employees covering a range of technical disciplines, including SAP consulting, IT administration, and software development. The new Head of IT was expected to bring these different disciplines together from both a technical and organizational perspective and establish reliable structures for future collaboration.

On April 22, 2026, the BDAE Group launched its search for a new Head of IT in cooperation with Signature Consulting GmbH. At that time, the position was being filled on an interim basis by Managing Director Philipp Belau. In addition to his regular responsibilities, he was therefore also responsible for the five-person IT team and its various technical areas. Continuing this interim arrangement over the longer term would have kept the Managing Director involved in operational IT matters. At the same time, the team needed a dedicated leader who could establish priorities, make decisions, and connect the different specialist functions.

The internal IT department supported a company whose business model is built on specialized insurance products and consulting services. The Head of IT therefore fulfilled an important coordinating role between technical requirements, internal structures, and executive management. The new leader was expected not only to coordinate existing responsibilities but also to provide direction and establish accountability within the team.

The central challenge was to find an IT leader who understood a variety of technical disciplines while also being capable of leading a diverse team with clarity and appreciation.

The five-person team brought together several areas of expertise, including:

• IT infrastructure

• Project management

• SAP

• Software development

The successful candidate did not necessarily need expertise in the insurance industry. What mattered most was the ability to assess different IT topics, establish cross-functional structures, and lead technically specialized employees. By removing insurance industry experience as a mandatory requirement, the candidate pool could be deliberately expanded to include professionals from other industries.

Technical expertise and personal suitability for the leadership role took precedence over a narrowly defined industry background. At the same time, the geographical search radius was limited: Candidates were expected to live in Hamburg or the surrounding area.

The new Head of IT was expected to:

• establish clear structures,

• make firm and accountable decisions,

• demonstrate assertiveness,

• lead employees with respect and appreciation,

• bring together different IT disciplines,

• live in Hamburg or the surrounding area.

Signature did not assess candidates solely on the basis of their previous positions and technical knowledge. The decisive factor was identifying the individual best equipped to successfully manage the specific leadership and team situation at the BDAE Group.

Technical Requirements

• Experience across different IT areas
• Understanding of various IT functions
• Ability to prioritize technical topics across departments
• Experience working with specialized IT professionals Previous experience in the insurance industry was explicitly not required.

Leadership Requirements

• Ability to establish clear structures
• Strong decision-making skills
• Assertiveness
• Respectful and appreciative approach to employees
• Experience leading a technically diverse team
• Ability to bring together different perspectives

Personal Competencies

• Reliability and accountability
• Clear communication
• Willingness to take responsibility
• Pragmatic approach
• Ability to provide direction
• Constructive approach to different personalities

Cultural Fit

The new Head of IT needed to fit both the diverse team and the company's overall culture. In addition to technical suitability, it was therefore essential to determine whether the individual communicated reliably and combined an appreciative leadership style with the necessary decisiveness.

Must-Have Criteria

• Experience across different IT areas
• Leadership skills
• Ability to establish structures
• Strong decision-making skills
• Assertiveness combined with an appreciative leadership approach
• Residence in Hamburg or the surrounding area

Nice-to-Have Criteria

• Experience in the insurance industry
• Knowledge of the international services sector

The recruitment process combined a personal requirements analysis with an optimized job advertisement, targeted direct outreach, and closely coordinated support throughout the selection process. The consultant responsible was Torge Falkenhagen. He is a qualified insurance and finance professional, spent three and a half years working for the Provinzial Group, and has more than five years of experience in recruitment consulting. His approach to client relationships is particularly characterized by reliability, transparent communication, and clear agreements.

Requirements Analysis with HR and Executive Management

At the beginning of the project, Signature held discussions with Anna Süss, Head of HR, and Katharina Brenncke from the HR team. This was followed by an in-person meeting at the BDAE Group's premises in Hamburg, attended by Managing Director Philipp Belau, representatives of the HR team, and Signature. A tour of the premises complemented the briefing. This enabled Signature to gain not only an understanding of the formal requirements but also a first-hand impression of the working environment, team structure, and collaboration within the company.

The briefing focused particularly on clarifying the following aspects:

• the existing interim leadership arrangement,
• the composition of the IT team,
• the different technical disciplines,
• the required leadership competencies,
• geographical availability,
• the relative importance of industry experience and leadership experience.

Prioritizing the Requirements

An important part of the briefing was distinguishing between mandatory and optional requirements. Insurance industry experience was not defined as a must-have criterion. This allowed the search to be expanded to suitable leaders from other industries. The ability to lead a diverse IT team, establish structures, and make firm decisions was given greater weight than an industry-specific career background.

Revising the Job Advertisement

After receiving the assignment, Signature rewrote and optimized the job advertisement. The responsibilities, team composition, and leadership requirements were presented more clearly. At the same time, the position needed to appeal to candidates who did not have insurance industry experience but possessed the necessary IT expertise and leadership capabilities.

Market and Target Group Analysis

Signature focused the search on candidates based in Hamburg and the surrounding area. The target group was not limited to executives from the insurance industry. Instead, the search concentrated on individuals who had already been responsible for different IT functions or had experience leading technically diverse teams.

Targeted Direct Outreach

Signature approached a total of 92 potential candidates. Direct outreach made it possible to reach professionals who were not actively looking for a new position. The communication emphasized the specific leadership opportunity: a Head of IT role offering scope to shape the function, a versatile team, and the responsibility to establish clear and reliable structures.

Candidate Assessment and Selection

Signature conducted nine structured initial interviews. During these interviews, candidates' previous experience was systematically evaluated against the candidate profile. The main areas of focus were:

• experience across different IT areas,
• leadership of a technically diverse team,
• ability to establish structures,
• decision-making skills,
• assertiveness,
• respectful and appreciative communication,
• geographical availability. Three candidates met the relevant requirements and were presented to the BDAE Group.

Reliable Process Management

Signature coordinated communication between the BDAE Group and the candidates throughout the entire selection process. One of the key success factors was the client's responsiveness. The BDAE Group provided feedback either on the same day or within a maximum of 24 hours. This made it possible to:

• schedule interviews at short notice,
• clarify outstanding questions immediately,
• keep candidates reliably informed,
• make decisions without unnecessary interruptions. The value of Signature's consulting services therefore extended beyond identifying suitable individuals. Signature structured the search, refined the candidate profile, expanded the candidate pool to include professionals with transferable experience, and worked closely with the BDAE Group to maintain momentum throughout the process.

What Mattered Most During the Search Process

The recruitment process was not accelerated by presenting as many profiles as possible, but by establishing clear priorities and making timely decisions. The first candidate was presented just one week after the project began. Two additional candidates followed within two weeks of the project start. The BDAE Group conducted two interviews and provided feedback either on the same day or within a maximum of 24 hours. This commitment prevented unnecessary waiting periods. At the same time, suitable candidates did not have to wait extended periods for decisions. Another important factor was the deliberate expansion of the candidate pool. Insurance industry experience was not required. As a result, leaders who had gained their IT and management experience in other industries could also be considered.

"A fast recruitment process is not achieved through an intensive search alone. It requires clear requirements, a realistic candidate market, and reliable decision-making on the part of companies." — Torge Falkenhagen, Signature Consulting GmbH

Just 19 days after the project began on April 22, 2026, the employment contract with the selected candidate was signed.

The Key Results

• 92 potential candidates were approached.
• Nine initial interviews were conducted by Signature.
• The first candidate was presented after one week.
• Two additional candidates followed within two weeks.
• Three qualified candidates were presented.
• The BDAE Group conducted two interviews.
• The employment contract was signed 19 days after the search began.
• The new Head of IT started his position on June 17, 2026.

Approximately one month passed between the signing of the contract and the candidate's first day.

The short time-to-hire resulted from several interconnected factors:

• an in-person briefing on site,
• a clearly prioritized candidate profile,
• openness to candidates without insurance industry experience,
• targeted regional direct outreach,
• structured initial interviews,
• rapid feedback from the BDAE Group.

"Working with Torge Falkenhagen was honest, reliable, and professionally sound. Thanks to his experience in the insurance industry, he quickly understood our requirements, provided insights into the salary market in Hamburg, and presented suitable candidates. This enabled us to fill the position quickly." — Anna Süss, Head of HR

1. Industry Experience Does Not Always Have to Be a Must-Have Requirement Industry experience can be beneficial, but it should not automatically be considered a mandatory qualification. For the BDAE Group, the ability to lead a technically diverse IT team was more important than previous employment in the insurance industry.

2. A Precise Candidate Profile Expands the Talent Pool Clearly distinguishing between must-have and nice-to-have criteria prevents potentially suitable candidates from being excluded too early. This allows the search to be expanded to relevant industries with transferable skills and comparable leadership environments.

3. Team Composition Must Be Part of the Requirements Analysis When recruiting for a leadership position, simply listing technologies and responsibilities is not enough. The successful candidate must also fit the existing team structure. Different specialist disciplines require a leader who can provide direction and establish shared priorities.

4. An On-Site Briefing Improves the Quality of Candidate Outreach The in-person meeting with HR and Managing Director Philipp Belau gave Signature a first-hand impression of the company and its working environment. These insights helped communicate the opportunity to potential candidates in a more authentic and specific way.

5. Direct Outreach Also Reaches Leaders Who Are Not Actively Job Hunting Many experienced IT leaders do not actively apply for new positions. Personalized direct outreach makes it possible to engage professionals who may be open to the right opportunity but are not actively browsing job advertisements.

6. Fast Feedback Reduces the Risk of Losing Candidates The BDAE Group provided feedback within a maximum of 24 hours. This ensured a reliable and transparent process for everyone involved. Particularly when recruiting highly sought-after candidates, lengthy waiting periods can significantly reduce the likelihood of successfully completing a hire.

How Long Does It Take to Recruit a Head of IT?

The duration depends on the candidate profile, location, talent market, and speed of the selection process. In the case of the BDAE Group, just 19 days passed between the project launch on April 22, 2026, and the signing of the employment contract. The new Head of IT started on June 17, 2026. This short recruitment period was made possible by clearly defined requirements, direct outreach, and feedback provided within a maximum of 24 hours.

When Is Executive Search Worthwhile for an IT Leadership Position?

Executive Search is particularly valuable when a position requires a demanding combination of broad technical expertise, leadership capabilities, and personal suitability. This is especially true when suitable candidates are not actively looking for a new role. At the BDAE Group, the Head of IT needed to understand different technical disciplines, lead a diverse team, and establish clear structures.

Does a Head of IT at an Insurance Company Need Experience in the Insurance Industry?

No, experience in the insurance industry does not necessarily have to be a requirement. In the BDAE Group project, insurance industry experience was deliberately not defined as a mandatory criterion. Instead, experience across different IT disciplines, leadership skills, organizational capabilities, and strong decision-making abilities were considered essential. This prioritization allowed the candidate pool to be expanded to include suitable leaders from other industries.

Why Is a Job Advertisement Alone Not Enough for Certain Positions?

A job advertisement primarily reaches individuals who are actively looking for a new opportunity. However, many experienced IT leaders are not actively participating in the job market. Direct outreach makes it possible to reach professionals who may be open to a suitable career move. For the BDAE Group, the job advertisement was combined with proactive candidate outreach.

How Does Signature Find Candidates Who Are Not Actively Looking for a New Position?

Signature identifies suitable professionals based on an agreed candidate profile and contacts them directly. During the BDAE Group project, 92 potential candidates were approached. The outreach did more than introduce the position. It also explained the team structure, the scope for shaping the role, and the specific leadership responsibilities involved.

How Is the Suitability of an IT Leader Assessed?

Suitability is assessed through a structured comparison between the requirements of the position and the candidate's experience. At the BDAE Group, particular emphasis was placed on broad technical expertise, leadership capabilities, decision-making skills, and the ability to combine assertiveness with an appreciative leadership style. Signature conducted nine initial interviews and subsequently presented three qualified candidates.

What Makes a Head of IT Position Difficult to Fill?

Recruiting a Head of IT becomes particularly challenging when technical knowledge across multiple disciplines must be combined with strong leadership capabilities. At the BDAE Group, the team covered areas including IT infrastructure, project management, SAP, and software development. The new Head of IT needed to bring these different perspectives together while simultaneously establishing clear structures.

How Can Companies Accelerate Their Selection Process?

Companies can accelerate their selection processes by establishing clear decision-making criteria, appointing dedicated points of contact, and providing timely feedback. The BDAE Group responded either on the same day or within a maximum of 24 hours. This enabled interviews and subsequent steps to be coordinated without delay. Speed does not come from conducting fewer assessments, but from thorough preparation and reliable processes.