Cormis Partners

Spearheads the growth and strategic direction of Cormis Partners’ aviation & aerospace executive search practice. Cultivate and nurture high-level client relationships across the global industrial and aviation sectors, positioning the firm as the go-to advisor for senior leadership talent. Drive revenue growth by securing and expanding new business opportunities, developing tailored search strategies for C-suite and senior leadership roles.

Represent the firm at industry forums and events, consistently strengthening brand presence and reinforcing thought leadership. Publish articles and participate as a speaker at top industry conferences, establishing Cormis Partners as the recognized authority in executive search within aviation and aerospace.

Partner - Aviation & Transportation  |  Infrastructure  |  Energy

Drove the successful delivery of executive search mandates across the global industrial sectors. Partnered with C-suite and senior leadership to identify, assess, and secure top-tier talent for critical leadership roles. Executed end-to-end search processes, leading candidate identification, market mapping, and engagement strategies. Played a key role in delivering high-caliber shortlists within 4-5 weeks, ensuring data-driven decision-making and exceptional client satisfaction.

Principal Consultant

Partnered with C-suite and senior leadership to identify, assess, and secure top-tier talent for critical leadership roles. Executed end-to-end search processes, leading candidate identification, market mapping, and engagement strategies. Played a key role in delivering high-caliber shortlists within 4-5 weeks, ensuring data-driven decision-making and exceptional client satisfaction.

Senior Associate

The Centre for Aviation Psychology

The world has changed and so has aviation & aerospace. As operators have restructured this has inevitably led to wide-scale job insecurity - and sadly for many, job losses. With a toolbox of sector-specific skills and experiences, seeking employment beyond aviation is a daunting prospect for most and life-changing for many. Where does one start?

For those who are seeking friendly and personalised support, we can offer you a range of services. These can either be purchased on an individual basis or at a corporate level, as part of an outplacement package. 

We apply a flexible approach and work with the individual to ensure that they are able to compete in the market place with confidence. We provide grounded, informed and positive assistance which results in a more effective outcome for both the individual and the company. 

Results You Can Expect:

✓ Clarity on your career direction.
✓ Confidence in articulating your strengths.
✓ Certainty in knowing you have a resume that is authentically you.
✓ Control over your job search.
✓ Credibility at job interviews.

▶︎ Get in touch for a free initial consultation
✎ arpad@centreforaviationpsychology.com
☎ +44 (0) 7546 620 202

Career Transition Coach & Outplacement Consultant 

Laing O'Rourke

As a Senior Resourcing Advisor within Laing O'Rourke’s executive search and leadership assessment unit, I played a key role in strategically sourcing senior talent for critical functions, directly contributing to the company's global infrastructure projects.

• Led the successful recruitment of over 70+ senior executives across engineering, design, commercial, HSE, project controls, estimating, planning, finance, HR, and legal, with a 90% placement retention rate over two years.

• Spearheaded global talent searches for leadership roles on high-profile projects across sectors such as rail, road, defence, oil & gas, resources, and general infrastructure, filling 50+ roles critical to project delivery, with an average time-to-hire reduction of 30%.

• Established and maintained talent pools across 10+ key geographies and sectors, providing Laing O'Rourke with access to over 500 pre-qualified senior candidates, resulting in a 20% faster response time for urgent executive needs.

• Delivered 25+ executive searches and market intelligence reports annually for external clients in the UK and Australian construction and engineering sectors, supporting over £2 billion in infrastructure project value through strategic hires.

• Designed and delivered 10+ market intelligence products, including compensation benchmarking, competitor analysis, and market mapping, improving recruitment strategy alignment with industry trends and increasing offer acceptance rates by 15%.

These efforts provided critical insights and executive leadership talent that enabled Laing O'Rourke to deliver on major global projects and maintain competitive advantage in a highly complex and evolving sector.

Senior Resourcing Advisor  | Executive Search & Leadership Advisory 

Spencer Stuart

My core focus was advising clients on talent acquisition and leadership development within the Finance function, delivering high-impact appointments across industries, with a particular focus on Industrial, Financial Services, and Life Sciences sectors.

• Delivered finance leadership hires for FTSE 100, Fortune 500, and PE-backed firms, including Group CFO appointments, as well as direct report roles in divisional and regional Finance Director positions, Commercial & Corporate Finance, Financial Control & Accounting, FP&A, Tax, Treasury, and Internal Audit.

• Provided strategic talent advisory services across various ownership structures, including large corporates, small-cap public companies, PE portfolio firms, family-owned businesses, and not-for-profits

• Identified and sourced finance leaders for global organizations operating across 5+ countries, enabling clients to fill critical leadership gaps and strengthen their finance function for long-term growth.

• Advised clients on leadership development and succession planning, helping finance executives transition into expanded roles, driving organizational continuity and performance improvements.

Associate | Financial Officers Practice EMEA

Cripps Sears & Partners

Cripps Sears & Partners, established in 1973, is a leading international executive search firm specializing in the Energy & Natural Resources, Infrastructure, and Professional Services sectors.

As an Associate, I played a pivotal role in delivering high-impact executive and board searches across the energy transition, oil & gas, renewables, utilities, and mining sectors globally.

• Led or supported over 40 executive and board-level searches annually, with a 95% success rate in placing candidates who exceeded performance expectations within their first 12 months.

• Spearheaded global talent searches across 25+ countries, securing leadership for multinational corporations, private equity-backed firms, and SMEs, resulting in a 20% reduction in time-to-hire and a 90% offer acceptance rate.

• Delivered key hires for $100M+ energy transition projects, including senior executives in renewable energy, carbon capture, and sustainability roles, helping clients drive innovation in energy transition initiatives.

• Developed and implemented data-driven search strategies that identified high-caliber candidates across critical functions, enhancing the firm’s talent pool by 30% year-over-year.

• Built and managed long-term client relationships, contributing to 85% of clients returning for additional searches within 18 months, reinforcing trust and satisfaction through exceptional outcomes.

• Delivered detailed market intelligence and competitor analyses, providing clients with insights that informed hiring decisions for critical projects, including multi-billion-dollar infrastructure developments and renewable energy initiatives.

Associate | Global Industrial Markets

G2 Legal Limited

G2 Legal is a specilaist legal recruitment firm that places lawyers at all levels into Private Practice, In-House and Public Sector entities. I worked within the company's London Commercial Team. 

• End-to-end recruitment of qualified solicitors across all practice areas into permanent positions. 
• Worked with associate-level candidates and liaised with clients to understand their requirements
• Clients ranged from leading U.S. and international firms through to niche & boutique practices
• Met KPI's such as time to fill, days to offer, candidate satisfaction and interview-to-hire

Trainee Consultant | Transport & Infrastructure

Bird & Bird

At Bird & Bird's International Aviation Group I worked on various EU regulatory matters including passenger rights. In particular, I handled large number of claims under EU Regulation 261/2004 in connection with denied boarding, cancellations and flight delays and the Montreal Convention against multiple airline clients. The role required me to utilize my strong connections within governmental, regulatory and aviation trade bodies.

EU Regulatory Specialist | Aviation Group 

Stewarts

Stewarts is the UK's largest litigation-only law firm and specialises in high value and complex disputes. I was part of the firm's Aviation & Travel Department which acts for claimants around the world and have successfully recovered record compensation in complex international aviation claims. I was involved in a wide range of accidents in a significant number of jurisdictions including Ethiopian Airlines ET409, Sudan Airways Flight 109, Kenya Airways Flight KQ-507 as well as Air France Flight AF447. The cases I worked on have ranged from airliners, light aircraft, private jet and helicopter accidents.

Paralegal/Legal Analyst | Aviation & Travel Group

▶︎My Profile 

With a solid foundation in aviation law and extensive experience in executive search, I specialize in connecting top-tier talent with industry-leading organizations, driving success through strategic leadership placements.

✈️ Elevating Aviation & Aerospace Excellence
My career has been dedicated to understanding the unique needs of this industry and delivering exceptional talent solutions that align with organizational goals. I’ve successfully worked with multinational corporations, and private equity-backed firms to place leaders who drive growth and transformation.

🌍 Global Reach
My global perspective is complemented by hands-on experience in delivering executive and board-level assignments across the aviation and aerospace landscape. From the UK to Continental Europe, the Americas, Africa, and Australasia, I bring a deep understanding of the industry's nuances and regional dynamics. 

🚀 What Sets Me Apart:
• Specialized Sector Knowledge: With a background in aviation law and sector expertise in engineering, logistics, and infrastructure, I provide a unique perspective that is highly relevant to the aviation and aerospace industries.

• Strategic Talent Mapping & Pipelining: I excel in identifying and cultivating talent that aligns with your strategic objectives, ensuring that you have the right leaders in place for future success.

• Succession Planning Expertise: My approach to succession planning is designed to prepare your organization for the future, ensuring a smooth transition and continuity in leadership.

• Multilingual Advantage: I offer a global reach and the ability to engage with diverse talent pools across multiple regions.

🌟 How I Can Help
• Executive Search & Recruitment: I specialize in placing high-caliber executives in key roles within the aviation and aerospace sectors, ensuring a perfect fit for your organization’s culture and strategic vision.

• Leadership Assessment: I help organizations identify and develop leaders who are equipped to drive innovation and growth.

• Career Transition Coaching: I support executives in their career transitions, providing tailored guidance to ensure they quickly adapt and excel in new roles.

🎤 Thought Leadership & Engagement
As an active contributor to industry discussions, I regularly speak at executive education programs and publish on topics such as diversity and inclusion in aviation and aerospace. 

Reach out via:

📧 arpad.szakal@cormispartners.com
📞 Direct: +44 (0) 20 3800 1751
📱 Mobile: +44 (0) 7546 620 202
🏢 Office: +44 (0) 20 3800 1750

I learned this the hard way.


Early in my career, I chased the “perfect job”. 

Great company. 

Exciting role. 

Solid pay.

What I didn’t realize? 

You don’t just choose a job.

You choose a boss.

And the wrong one can wreck more than your career:

It can drain your energy

Crush your confidence, and 

Make work feel unbearable.

After some painful lessons

I started asking questions few ever think of.

Questions that reveal what kind of leader someone really is.

Here are 15 tough questions you can work with:

1. “Of all the people who’ve worked for you, how many have been promoted — and how did you help them get there?”

Good leaders build people. 

Bad leaders build power.

2. “Tell me about a time someone challenged your idea. What happened?”

This exposes whether feedback is welcomed (or feared).

3. “What’s the last mistake you made that cost your team? How did you handle it?”

Leaders own their mistakes. 

Bosses blame.

4. “Which team member keeps you awake at night — and why?”

It shows whether they care about their people or just the results.

5. “How do you decide what to delegate — and what to control yourself?”

Micromanagers suffocate growth. 

Trusting leaders create it.

6. “If someone quit tomorrow, how would you respond?”
 
Do they panic, or do they reflect on why it happened?

7. “What’s one thing about this team you’d never want anyone outside to know?”

The answer often shows transparency (or its opposite).

8. “When was the last time someone left because of you? What did you learn?”

Good leaders learn. 

Bad leaders deflect.

9. “How do you celebrate small wins — or do you only notice the big ones?”

Recognition is fuel.

Not fluff.

10. “If your team had a mantra, what would it be?”

It reveals culture faster than any HR slide deck.

11. “How do you protect your team when things go wrong?”

Do they shield and support — or throw people under the bus?

12. “What frustrates you most about your team — and how do you deal with it?”

Leadership isn’t frustration-free. 

It’s about handling it without crushing people.

13. “How do you handle burnout on your team?”

Good bosses see humans first. 

Bad bosses see only output.

14. “What’s the one thing you want everyone on your team to remember about working with you?”

Their answer tells you exactly what kind of legacy they’re creating.

15. “If I could only leave this team having learned one thing, what would it be?”

It reveals whether they value growth (or just compliance).

Don’t just chase titles or brands. 

Look for leaders who:

- lift, 
- protect, and 
- challenge you.

So next time you’re interviewing, don’t just pick a role.

Pick a leader you’d actually want to follow.

Your future self will thank you.

♻️ Share this to help your network 
#culturematters #aviation #hiring

Arpad Szakal, ACC

▶︎My Profile 

•  A dynamic executive search & assessment professional, with experience recruiting at mid to senior levels 
•  Clients included: FTSE 250 & internationally quoted organisations, including PE-backed companies. 
•  Background in aviation law with specialist sector expertise in engineering, logistics and infrastructure 
•  Strong recruiting, relationship management, client consulting and influencing skills
•  Expertise in Talent/Market Mapping & Pipelining, Succession Planning & Internal Candidate Assessment
•  Fluent English, German, Hungarian and conversational Spanish
•  ICF certified Executive & Business coach

◆  Industrial search experience with global perspective

I bring experience supporting organisations across the infrastructure value chain with board and executive hiring, leadership assessment and team structure & succession advisory services. I work across a range of sectors including aviation & aerospace, engineering, technology innovation, advanced manufacturing, transportation & logistics. 

Successfully delivered executive and Board-level assignments in the UK, Continental Europe, the Americas, Africa and Australasia. I'm also adept at working with a broad spectrum of clients ranging from FTSE 350 and multinational corporations to smaller, PE & VC-backed businesses. 

◆ Career Transition Coaching 

I work one-to-one with executives leaving an organisation, help new hires gain rapid traction and I guide and equip those progressing to new executive or non-executive levels.

◆  Thought Leadership & Speaking Engagements

As a regular speaker and trainer at various executive education programs, I present on a range of career management topics including executive communication skills, career planning and transitions, salary negotiation and onboarding. I publish widely on the topic of diversity & inclusion and attend and host many industry events. I'm also an active member of The Aviation Club of The UK, the Royal Aeronautical Society (RAeS) and the Air League.

◆  Expertise 

A seasoned executive search and talent specialist, my expertise includes:

✓ Knowing what organisations look for in a candidate
✓ How the latest technologies work to navigate your job search.
✓ Developing the right visuals and content of your written communications.
✓ Coaching interview skills to outperform the competitioin.
✓ Strategic business approach to mentor your career progression.

▶︎ Get in touch

✎  arpad.szakal@cormispartners.com 

☎  Direct:   +44 (0) 20 3800 1751
       Mobile: +44 (0) 7546 620 202
       Office:   +44 (0) 20 3800 1750

Aviation Lawyer Turned Executive Search Expert | Connecting Top-Flight Talent with Leadership Opportunities | Building Companies & Careers Globally | Aviation, Transportation, Infrastructure & Energy

Tamás Pakuts

By the time you reach executive level


Interviews stop being about proving competence.

They’re about alignment. 

Here’s the painful truth:

Joining the wrong culture can destroy your impact faster than the worst strategy ever could.

I’ve seen top talent burn out in environments that looked perfect on paper.

Here are 15 culture red flags senior leaders should spot before saying yes:

1. No one can articulate the company’s direction

If three people give three different answers about strategy

Expect confusion, politics, and misaligned priorities.

2. Transformation is all talk, no action

Buzzwords are cheap. 

Ask what’s actually changed in the past year. 

Watch them squirm.

3. “We’re like a family” is repeated constantly

 Often hides: 

- blurred boundaries, 
- emotional decision-making, and 
- resistance to accountability. 

You’re not joining a family—you’re leading.

4. You never meet your peers

Siloed leadership = disorganization or deliberate exclusion. 

Both are bad.

5. Questions about turnover are dodged

A healthy culture is transparent about who left, why, and what was learned. 

Silence = denial.

6. The CEO dominates every conversation
 
Culture mirrors leadership. 

If no one else has a voice, neither will you.

7. Success metrics for your role are vague

“Figure it out” is abdication, not empowerment.

8. People look exhausted or disengaged

Burnout is a cultural symptom, not an operational issue.

9. Your gut whispers “no”

At this level, intuition is data. 

Listen to it.

10. Decisions are made in secret or through gossip

Transparency matters. 

Hidden decision-making = politics, not leadership.

11. Ideas are routinely dismissed or ignored

A culture that rewards conformity will silently crush innovation.

12. There’s no curiosity or willingness to learn

Organizations that stop asking questions stagnate. 

Growth-minded leaders won’t thrive there.

13. High-performers leave quietly
 
If you have to dig to find out why key talent left, it’s a warning sign.

14. Accountability is rare

Blame-shifting and lack of responsibility will limit your ability to drive change.

15. Ethics and values feel negotiable

Culture isn’t just perks and slogans.

It’s how people actually behave when no one is watching.

Great leaders don’t just join companies. 

They choose environments where their leadership can land, influence, and grow.

Before saying yes, ask yourself:

Will this culture amplify my strengths or suffocate them?

Your next move is bigger than a title. 

Bigger than a strategy. 

It’s your legacy.

♻️ Share this to help your network avoid cultural traps.
#culturematters #hiring #aviation

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