Discreet.
Precise.
Results.
01 / Approach
No ads.
No applications.
Just search.
Kent identifies, maps and approaches the people you actually want to meet.
The brief stays with us. The market is mapped in silence, and only the right names are brought forward.
Mapped
We start with the role and the context around it — the stage of the company, the owner’s agenda, the team the person will inherit. Then we map who actually fits, inside and outside your industry.
Approached privately
No advertisements, no open applications, no public process. People are met one at a time, in confidence, on your terms and theirs.
Judged in context
Candidates are assessed against what the role genuinely demands, not a checklist of titles. Background, references and fit are checked before anyone is introduced.
02 / Expertise
Hard to find?
Good.
We map, network and approach the people we believe fit what you are looking for.
Expertise, for us, is not a sector list. It is twenty-five years on both sides of the table — hiring, being hired, leading, starting over. We have built companies, found the investors behind them, sat in the rooms where boards are put together, and placed our own money in businesses we believed in.
That is what makes a judgement fast and honest: we have lived the consequences of the same decision. And it is what makes a network worth having — sixteen years of relationships across European markets, kept properly, usually tells us who is ready before their title does.
- Executive & board
CEO, CFO, COO, board members and advisory roles.
- Commercial
Sales, marketing, growth and partnerships.
- Operations
Supply, production, logistics and service.
- Functions
Finance, technology, legal and people.
CEO · CFO · COO · Commercial · Operations · Specialists
03 / The method
Quietly working
in the background.
- 01Search
Role profile, market mapping and a long list of who genuinely fits.
- 02Approach
Private conversations with the ones worth talking to.
- 03Assess
Interviews, references and context — checked before anyone moves forward.
- 04Match
Introductions, negotiation and follow-through until the person is in place.
Structured, personal and respectful. A search should feel the same way from both ends — the one who is hiring and the one who is being approached.
Structured process
A written profile, an agreed timeline and a clear stage for every candidate. The work is quiet, but it is never improvised.
Close dialogue
You hear about every candidate early and in detail — who they are, how the conversation went, what they actually want. Nothing is judged behind closed doors.
The right match
Conditions, expectations and the real scope of the role are clarified on both sides before anyone commits. That is what makes a match hold after the signature.
Respectful to both
Candidates are people with careers to protect, not options to choose between. Discretion and honesty are kept all the way through, whether or not it ends in a hire.
Begin the conversation
Tell Kent who you’re looking for.
Everything else stays between us.
Start a confidential searchanna.petersson@pspartner.seWhat happens next
- 01A confidential conversation about the role
- 02A written profile you approve before we move
- 03Names introduced privately
Some searches
should stay quiet.