Zavala Civitas Executive Search is dedicated to assist companies identify, develop, and retain exceptional talent.

We’ve forged a strong global reputation, guided by a client centric approach, as well as our weekly progress reports and our milestone based fee structure, enabling us to handle assignments worldwide with an impressive 92% closing rate.

Our Services

We offer c-level executive search and organizational consulting services to our international clients.

 

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Our Global Footprint

Please review this map to identify the following:

Our Values

Strongly Proactive

We deliver weekly results, after the first 10 days, following a milestone-based approach.

Global Reach

As a global firm with unrestricted access to talent, we offer access through our own offices as well as through our known partners in a variety of countries.

Client Focus

The partner who sells the project also does the project himself, resulting in a 92% closing rate.

Technology

We leverage different software tools to automate and optimize processes while also enabling data-driven decision-making.

Insights

Executive Development and Assessment in Portugal for Senior talent

In Portugal, the market is relatively small, executive mobility is limited, and reputations travel quickly. Many companies already have solid senior leaders in place.It’s not about whether these leaders are competent. The question is how to assist them in improving performance as they take on greater roles.  Most people have an area that they can

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The Insider Paradox: Why APAC Boards Are Choosing Continuity Over Disruption 

In H1 2025, 83% of all new CEOs in APAC were internal promotions the highest ratio ever recorded and dramatically higher than Western markets.  This surge is not accidental, nor is it a sign of risk-aversion. It reflects a deeper leadership strategy shaped by the geopolitical uncertainty of the region, operational complexity, and the rising value

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china business landscape

Executive Search in China: Local Leadership vs Global Executives 

Over the past ten years, many multinational companies in China have quietly changed how they think about leadership. The model of relying primarily on expatriate executives is no longer taken for granted.   Boards and CEOs are increasingly weighing the trade-offs between local Chinese executives and global leaders sent from headquarters.

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