Meet the Consultant: Nils Gérardin

From our offices in London, Europe, the UAE, and the US, our team of expert Hanson Search consultants source the best communications talent globally – from PR professionals to digital marketing experts. Over the coming weeks, we’re shining the spotlight on the people behind the profiles. Today, we’re speaking to Nils Gérardin, Principal Consultant – Sales & Marketing.

Nils has over seven years of experience in executive search and talent management and a strong background in sales and marketing. His skills span business development, client relationship management, and candidate assessment, making him well placed to help organisations find top-tier sales and marketing talent globally.

How did you get into Executive Search?

My journey is rooted in my academic background and early interests. After high school, I pursued higher studies in humanities, completing preparatory courses in literature, history, geography, philosophy, and languages. I’ve always been passionate about human sciences like psychology, and I’m fluent in English, French, and German.

I was also fascinated by negotiation, at one point aspiring to be a diplomat. I view negotiation as the essence of human psychology applied to achieving a goal, which naturally drew me towards sales. After completing my humanities studies with business school in Reims, I worked as a sales manager in various industries before moving into recruitment. Today, as an international head hunter, I combine my passion for human sciences with my love of negotiation, it’s perfect.

Can you tell us a little about your current role?

As a Principal Consultant at Hanson Search, I recruit mid-level to senior professionals in communication, sales, and marketing roles across the globe. I’ve successfully placed candidates in roles such as Country Manager in the USA, Head of Sales in Finland, and Senior Sales Manager in Germany. My role isn’t just about filling these positions, it’s about understanding and adapting to market dynamics across various regions.

I’m also part of Hanson Search’s tech team, contributing to strategic discussions on the challenges AI presents to the market. Having a hand in shaping our business decisions and helping the firm succeed is truly rewarding.

What challenges/trends are you currently seeing in your market?

The sales and marketing landscape has shifted significantly in the post-Covid world, and one of the biggest challenges companies face now is retaining top commercial talent. The pandemic has fundamentally changed employees’ expectations, particularly regarding work-life balance, flexibility, and the workplace environment. Talented sales professionals, who were once primarily driven by monetary incentives, now seek roles that offer greater autonomy, remote work options, and a clear sense of purpose.

In this new context, retaining sales talent has become a critical issue. Many professionals are reassessing their career paths, seeking roles that align with their personal values. Companies are struggling to adapt quickly enough to these changing expectations, often losing high-performing salespeople to competitors who offer better flexibility, stronger support systems, or more inspiring missions.

Additionally, the shift to remote and hybrid work has altered how companies train, support, and integrate their sales teams. Maintaining a strong company culture and fostering a sense of belonging has become more complex in a dispersed workforce. Businesses must invest heavily in employee engagement, career development, and transparent communication to ensure their sales teams feel valued and connected.

What techniques have you seen businesses use to attract and retain talent?

One effective technique I’ve seen is using external advisors (like us) to act as brand ambassadors during the recruitment process. This creates excitement around the role and makes the potential hire feel valued from the very first interaction.

However, speed is equally crucial to stay competitive. The companies that succeed in the way for talent are the ones with efficient recruitment processes. I’ve had clients who waited 10 days to arrange an initial meeting with excellent candidates, only to find their motivation had waned, with doubts creeping in before they even met the company.

A smooth onboarding process is also key. During the pandemic, many companies struggled to onboard employees remotely, which led to dissatisfaction and early departures. Most businesses have since recognised the importance of a well-structured onboarding process that helps new hires integrate quickly and feel supported from day one.

Additionally, companies are increasingly aware of the importance of clear career progression and development. Offering mentoring and training programmes is crucial to retaining top talent. Today’s candidates want more than just a job title – they seek a sense of belonging, purpose, and alignment with the company’s vision and goals.

How can companies benefit from working with a recruiter for their talent hiring process?

It’s tough out there. Companies need more than just a recruiter – they need a strategic partner that can help navigate the complexities of the talent market on an ongoing basis. And that’s where we come in.

We’re experienced, we have strong networks, and we can bring that additional knowledge to help businesses not only find the right talent but also develop strategies to retain and grow their teams.

As someone who transitioned from sales and marketing to Executive Search, what advice would you give someone looking to explore recruitment?

The transition into executive search from a commercial background is actually far more natural than you might expect. At first glance, sales and recruitment may seem like two distinct fields, but in reality, the core skills are incredibly similar. In both cases, you’re managing relationships, building trust, and persuading people to make decisions – whether it’s a candidate choosing a new career path or a client deciding to work with your agency over another.

In recruitment, you’re not just selling a product, you’re selling an opportunity and ultimately shaping someone’s career. Just like in sales, you need to be persuasive and convincing, not only to attract top candidates but also to gain the trust of clients who have a multitude of options. The marketing aspect is also crucial: “job ads” are like marketing campaigns – they need to capture attention and communicate value concisely.

For anyone transitioning from sales, executive search offers the chance to leverage the same skills – relationship management, persuasion, and strategic communication – while diving deeper into the intricacies of talent management. You get the satisfaction of closing deals, but also the added fulfilment of impacting people’s lives and helping businesses grow.