for companies in growth and transformation.
Full-cycle recruitment
of top executives
and niche specialists
A family agency with international expertise.
  • 5 years of experience, full recruitment cycle with a focus on C-Level
  • 400+ successfully closed vacancies, of which 200+ top management
  • 50+ B2B clients
  • We close top management and rare complex vacancies within 4-12 weeks
  • Global approach: We work in 6 countries
Andrii and Yulia Potapovy - co-owners of the PPower agency
We have combined 30 years of experience in managing people, brands, strategies and processes.
Why do they choose us?
Reliability
We don't disappear. We work transparently and keep our word. We provide weekly analytics.
Speed
We fill top vacancies 3 times faster than the market.
Expertise
Executive Search, IT recruitment, top and rare specialist selection. We have our own methodology for attracting the best talent.
Full recruitment service
We provide a full-cycle service from hiring strategy to offer and adaptation.
The problem we solve
Challenges of traditional recruitment
  • Lengthy search and low quality candidates
  • High hiring costs without guarantees
  • Candidates don't fit the corporate culture
Our solution
  • Quality candidates in first 2 weeks
  • AI-powered salary analytics and Executive Search
  • Pay only for quality leads
  • Replacement at no extra cost
Our Advantages
2+
weeks
first candidates
95%
Quality
of candidates pass
the probationary period
99%
Clients
return
to work with us
$2M
client revenues from
quick vacancy
closure in 2 years
Our Specialisation
C-Level
200+ closed vacancies
at the top management level
Speed
80% of positions closed
from 4 to 12 weeks
Industries
Retail, Logistics, FMCG, Media, Development, E-commerce, Digital, Manufacturing, Military, IT
Geography
We work in 10 countries
Closing a C-level position in 3 weeks
7
weeks
Average time to fill a C-level vacancy
95%
success rate
Percentage of candidates who pass the probationary period
1000+
candidates
Verified database of top executives
Our unique methodology allows us to find top executives in an extremely short timeframe, when speed is of the essence.
Step-by-step process for working on a vacancy
1
Determining the company's needs
Studying the business goals and forming a detailed candidate profile
2
Using AI analytics + active search
Applying Executive Search, X-ray, Boolean search, Headhunting
3
Conducting a multi-level selection
Evaluating hard and soft skills, collecting recommendations qualitatively
4
Presenting the best candidates
Accompanying them until the offer and start of work
Case: Hiring a Business Development Manager for Meest International, a logistics company in Italy 🇮🇹
Task
Meest International needed to find an experienced local Business Developer in Italy to support market entry. The main challenge was the cooperation format — a B2B contract without official employment on payroll — which significantly complicated the search for relevant candidates.
Process
Executive Search (direct headhunting) was used.
Within the first two weeks, over 60 profiles were reviewed, and 10 relevant candidates were shortlisted.
During the third week, 5 final interviews were conducted, after which the company selected the most suitable candidate.
Solution
A successful hire was made: a candidate with her own client base, who signed a contract in the B2B format.
The new Business Developer started work four weeks after the search began.
Within the first two months, the first agreements with Italian partners were signed.
The company successfully launched operations in the new market without opening a local office or registering a legal entity in Italy.
Case: Hiring a Field Sales Manager, Alcohol Industry, UK 🇬🇧
Task
To fill the Field Sales Manager position in London within 45 days.
Key requirements:
Leadership experience managing teams of 10+ people.
Deep understanding of the drinks category, particularly beer or alcoholic beverages.
Entrepreneurial mindset, strong initiative, and cultural alignment with the company.
Knowledge of the local market and an established network in central London.
Process
40 inbound applications processed from open sources and internal referrals. Targeted headhunting on LinkedIn identified 30 passive candidates from the drinks & beverages sector.
Strong focus on culture fit: decision-making ability, readiness to delegate, lead a team, and grow a client network.
Candidates went through pre-screening and in-depth interviews; finalists joined an offline group assessment with hiring managers in London.
Solution
The position was successfully filled by a candidate sourced through LinkedIn with deep expertise in the beer segment and personal contacts in the company’s target area. He integrated quickly, took responsibility for the field sales performance, and initiated an updated KPI model.
Value for the Client: The role was filled within the agreed 45-day timeframe. The candidate brought with him a strong On-Trade network in central London, enabling rapid cooperation with key venues. Thanks to an accurate match, the client avoided prolonged onboarding costs and immediately benefited from improved sales results.
Case: Hiring a Cash Flow Manager for the UK 🇬🇧, London Head Office
Task
To find a strong financial professional for the role of Cash Flow Manager with:
  • Significant experience in managing large-scale cash flows.
  • Expertise in working with multi-currency structures.
  • The ability to consolidate reporting at group level.
  • Capacity to quickly integrate into a complex corporate finance structure.
Process
  • 10 inbound applications were processed, each screened for technical depth, analytical skills, and reporting experience in multinational groups.
  • 5 candidates with relevant backgrounds from Big 4 firms and similar companies were shortlisted.
  • Assessment focused not only on technical expertise, but also adaptability to a dynamic environment, ability to work with internal controls, and cross-functional teams.
Solution
The vacancy was filled by a Deloitte candidate who demonstrated precision, discipline, and immediate readiness to engage. Within six months, the candidate was promoted to lead the entire finance department at HQ, proving leadership and strategic capability.
Value for the Client: A key management role was filled successfully on the first search wave. The candidate strengthened the team as both a professional and a leader, transforming internal finance processes. Recruitment was completed swiftly, without compromising quality, and full trust was established from the first weeks.
Case: Hiring a Key Account Manager, Alcohol Industry, Netherlands 🇳🇱
Task
To hire a Key Account Manager in the Netherlands with the following critical criteria:
  • In-depth knowledge of the alcoholic drinks market.
  • Experience managing sales teams and implementing KPIs.
  • Proven success in acquiring new B2B clients and building long-term partnerships.
  • High autonomy, strategic thinking, and local experience in Western Europe.
Process
  • 45 inbound applications reviewed.
  • Pre-screening led to 5 shortlisted candidates with relevant experience in the drinks industry.
  • A full assessment day was organised with client representatives, evaluating not only experience but also behavioural models, adaptability to company culture, and ability to manage VIP accounts.
Solution
The vacancy was closed by the strongest candidate, fully aligned with management’s expectations. All five finalists were rated highly, with three offered roles in related sales divisions across other offices. Ultimately, four vacancies were filled instead of one.
Value for the Client: High-quality candidates ensured quick closure of the target role and laid the foundation for sales team expansion across several regions. The assessment format allowed managers to see real work interaction beyond CVs. The outcome validated the efficiency of the “quality talent pool over mass funnel” model.
Case Study: COO, Beauty Industry, Warsaw 🇵🇱
Task
Hire a systems manager who can build processes, launch the business, implement luxury-class standards and ensure compliance with them.
Achieve operational profit within 6 months % and prepare for the opening of the second location.
Process
Processed over 50 candidates. Focused on experience in the luxury segment and management competencies. Offered candidates to prepare an action plan before meeting the client.
Solution
Found a candidate with experience working in a 5* hotel, who managed a team of up to 16 people. She thoroughly worked on the case, presented a structured business development strategy and performed excellently in the interview.
🧩 Position Level: COO
💆‍♀️ Industry: Beauty, Luxury Segment
🌍 Geography: 🇵🇱 Warsaw, Poland
⏱ Closing Time: 4 weeks
🛠 Complexity: Start from scratch, luxury standards, preparation for scaling
🧭 Approach: Analysis of 80+ candidates
🤝 Achievements: She has been working in the position since March 1 with key KPIs: reaching profitability by September and launching the second location in 2025.
Case: Hiring a CEO in 3 weeks with a combination of three niches, Romania 🇷🇴, Moldova 🇲🇩
Task
To fill the urgent vacancy of CEO for the DOMOVA company—a real estate startup that needed a candidate with a unique combination of experience in development, IT/e-commerce and investment attraction, with a readiness for business trips and organising work in Ukraine and abroad.
Process
3 recruiters were involved, who in 10 days of active search and recommendations processed 30 candidates, handed over the 10 best to the customer, among whom the company chose one finalist.
Solution
The hired CEO formed a team, streamlined operational processes and opened a new representative office abroad within the first 6 months.
Achievement: The new CEO attracted investment and ensured the launch of international expansion just six months after being hired.

00:54

YouTube

PropTech leadership hiring: CEO case with PPower

website: 🌐 https://www.ppower.pro/en/ PPower — expert C-level and executive recruitment. PPower specialises in executive search and C-level hiring for companies across industries worldwide. We help businesses find strong leaders and support professionals in building long-term careers. On our channel, we share expertise in: Executive Search and hiring strategies.Interview and negotiation preparation.Career development and personal branding.Labour market insights and HR trends.

Step-by-step process for working on a vacancy
1
Conducting an introductory session with all parties
to understand the role, company, and expectations.
2
Developing a target list
and market research with client approval.
3
Searching and interviewing
using the STAR method and Appreciative Inquiry
4
Candidate reports
with analysis of hard and soft skills.
5
Final stages - coordinating meetings,
checking references, and supporting the offer.
6
Updates - brief weekly or fortnightly updates,
formal review after 21 days.
Additional Products
Salary Analytics
Detailed analysis of market salaries for different positions and industries.
Training for Executives
Specialised training for senior-level managers.
KPI Development
Creating effective performance evaluation systems.
Onboarding Support
Preparation and support of adaptation during the probationary period.
Voices of Clients by PPower

00:54

YouTube

PropTech leadership hiring: CEO case with PPower

website: 🌐 https://www.ppower.pro/en/ PPower — expert C-level and executive recruitment. PPower specialises in executive search and C-level hiring for companies across industries worldwide. We help businesses find strong leaders and support professionals in building long-term careers. On our channel, we share expertise in: Executive Search and hiring strategies.Interview and negotiation preparation.Career development and personal branding.Labour market insights and HR trends.

02:31

YouTube

FMCG recruitment case: Assistants with leadership potential

website: 🌐 https://www.ppower.pro/en/ PPower — expert C-level and executive recruitment. PPower specialises in executive search and C-level hiring for companies across industries worldwide. We help businesses find strong leaders and support professionals in building long-term careers. On our channel, we share expertise in: Executive Search and hiring strategies.Interview and negotiation preparation.Career development and personal branding.Labour market insights and HR trends.

02:41

YouTube

Retail leadership case: CEO & Head of Digital for ISEI

website: 🌐 https://www.ppower.pro/en/ PPower — expert C-level and executive recruitment. PPower specialises in executive search and C-level hiring for companies across industries worldwide. We help businesses find strong leaders and support professionals in building long-term careers. On our channel, we share expertise in: Executive Search and hiring strategies.Interview and negotiation preparation.Career development and personal branding.Labour market insights and HR trends.

06:14

YouTube

How a 30-Person Office Was Built from Scratch — and 5 Managers Reached C-Level

website: 🌐 https://www.ppower.pro/en/ PPower — expert C-level and executive recruitment. PPower specialises in executive search and C-level hiring for companies across industries worldwide. We help businesses find strong leaders and support professionals in building long-term careers. On our channel, we share expertise in: Executive Search and hiring strategies.Interview and negotiation preparation.Career development and personal branding.Labour market insights and HR trends.

What are the next steps with you
Preparation
Introductions, delving into your request, adapting our process to you. (We are here with you now)
Agreeing on the terms of cooperation
Defining timelines, KPIs and key control points. Signing the contract (Ukr FOP or self-employed UK), advance payment.
Full recruitment cycle
Search, screening, interviews, testing and reference checks.
Ready to find the best
for your business?
  • Top candidates
  • First candidates in 2 weeks
  • Book a meeting today
📩 Email: hr@ppower.pro
🌐 Website: ppower.pro

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Yulia Potapova

Business Account