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About Hatamoto

We’ve built teams.
We know what a hire has to deliver.

We’ve led teams, built businesses and worked through the decisions that follow a hire. That experience shapes how we find specialists and future leaders across Central and Eastern Europe and selected European markets.

Our approach

A job description is a starting point.
We’ll have questions.

What does this person need to make happen? What will they walk into? And can one person realistically do everything in the brief?

We work through those questions before approaching candidates. We bring experience of leading teams and making hiring decisions ourselves.

If something doesn’t add up, we’ll say so early.

Led teams and delivery in multinational organisations
CEE regional search experience across ten countries
Built teams, companies and delivery structures from the inside

Before we search, we get specific.

A clear brief gives us something useful to test against the market. These are the questions we work through with you.

What needs to change?

What should be different once this person is in place?

We agree what the hire needs to achieve and what the team needs from them. That gives the search a clear purpose.

Is this one job or three?

Can one person realistically deliver the brief?

We check the scope, priorities and expectations before asking candidates to take them on.

Who would actually want this role?

What would make the move worthwhile?

We look at where suitable people work, why they might move and how your role compares with their options.

What do you need to decide?

What do you need to know about each candidate?

We explain each candidate’s relevant experience, strengths and risks, with a clear recommendation and the questions still worth asking.

20+

years of leadership, consulting and delivery experience brought by our founder.

10

countries where we have completed searches and continue to recruit.

300+

successful placements in specialist and leadership roles across our team’s careers.

IT, Data,
Business & People

the specialist functions we recruit for.

Balázs Kőhidi, Founder of Hatamoto

Balázs Kőhidi

Founder, Hatamoto

Founder

Balázs Kőhidi

I’ve hired people. And led the teams they joined.

Balázs founded Hatamoto after more than 20 years in leadership, consulting and delivery across multinational organisations.

At IBM, Shell, Citi and Delaware, he worked on complex programmes, digital initiatives and regional delivery. At Delaware Hungary, he helped build the local digital organisation from scratch to 40+ professionals.

He brings that experience to each search: asking what the person will need to deliver, what support they will have and where the difficult decisions are likely to be.

Balázs Kőhidi

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What Balázs looks for

Experience matters most when you understand how someone will use it in the role ahead.

A strong CV gets my attention. I still want to know what this person will make better.

Managing Partner

Kata Dömötör

We look beyond fit on paper.

Kata brings 15+ years of leadership, people and organisational experience. Her work in senior roles has given her a close view of how people lead, how teams work together and what happens under pressure.

A candidate can interview well and still struggle in the team they join. Kata looks at how people lead, communicate and respond under pressure — and what the organisation will ask of them in practice.

She helps turn those observations into practical questions for the hiring decision, so both the client and the candidate understand what working together would involve.

The role in practice

The responsibilities, expectations and support the person will have from day one.

How the person works

How they communicate, what motivates them and how they handle disagreement or pressure.

Working together

How their working style meets the team’s needs, and where both sides may need to adapt.

Kata Dömötör

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Kata Dömötör, Managing Partner at Hatamoto

Kata Dömötör

Managing Partner, Hatamoto

What Kata looks for

We look at the everyday working relationship: expectations, communication and how people handle the difficult moments.

The interview lasts an hour. Working together is the part that matters.

Start a focused search

Who do you need — and what are you asking them to solve?

Tell us about the role, the team and what needs to change. We’ll ask a few useful questions and give you a straight view on how we could help.

Let’s talk about the role
Permanent search Replacement search Contractor & interim