Find the leaders who will not be found
through a job advertisement.
For critical appointments, we do not wait for applications. We map the market, approach qualified leaders discreetly, and give boards and CEOs the evidence required to make a defensible decision.
- fully assessed finalists
- 3–5
- target for the first shortlist
- 10 days
- from brief to appointment
- Confidential
- replacement support
- Assured
When the cost of a wrong appointment outweighs the cost of a thorough search
Executive search is not the right method for every vacancy. It creates value when a role is senior, scarce or sensitive and the strongest people are not active applicants.
CEO and C-suite appointments
For roles whose decisions shape strategy, capital allocation, performance and culture.
Confidential replacement
A discreet search without public advertising or unnecessary disruption to the business.
Scarce specialist leadership
When the relevant market is small and the best-qualified people will not apply to an advert.
New market entry
For leaders with the network, market knowledge and track record to build in a new geography or sector.
Not a stack of CVs—a documented appointment decision
Every search is built around a role success profile, so each candidate is assessed against the same evidence-based criteria.
Role success profile
Mission, outcomes, capabilities and likely failure conditions are made explicit before outreach starts.
Leadership market map
Relevant companies, sectors and leaders are mapped so the search extends beyond familiar networks.
Direct, discreet outreach
Passive candidates receive a relevant, personal approach with confidentiality protected.
Structured assessment
Track record, leadership decisions, motivation and organisational fit are examined through evidence.
Comparative reporting
Strengths, risks and evidence are presented in a consistent format for board-level review.
Appointment support
Offer design, referencing, negotiation and transition support continue through the appointment.
Six stages from role definition to appointment
The process is transparent while identities and sensitive information remain strictly need-to-know.
- 01
Define the mission
Align the board and leadership team on outcomes, mandate and the role success profile.
- 02
Map the market
Build and prioritise a longlist of leaders across the agreed target market.
- 03
Approach
Engage selected leaders discreetly and test motivation and initial fit.
- 04
Assess
Run competency-based interviews and examine evidence, references and appointment risks.
- 05
Present the shortlist
Introduce three to five finalists with clear comparative assessment reports.
- 06
Appoint and transition
Support referencing, negotiation, acceptance and the move into the role.
Executive search or conventional recruitment?
Seniority alone is not the test. Scarcity, confidentiality and the cost of leaving the role open determine the right approach.
Executive search is a strong fit when…
- Most qualified candidates are not active jobseekers.
- Public advertising would create commercial or internal risk.
- The role materially affects revenue, investment or transformation.
- The board needs independent assessment and a defensible process.
Conventional recruitment may be enough when…
- The candidate market is broad and the role is standardised.
- There is no confidentiality constraint.
- The internal team has the network and capacity to source and assess fully.
- The cost of vacancy is low and timing is flexible.
Resources for a better decision
Executive search FAQs
Concise answers to the questions leaders ask before a search begins.
How is executive search different from recruitment advertising?
Executive search proactively maps and approaches the relevant market, including leaders who are not looking for a job. Advertising primarily reaches people who happen to be active applicants.
How long does an executive search take?
Timing depends on scarcity, geography and client decision speed. We target an initial shortlist in approximately ten days; the full appointment timeline then depends on interviews, referencing and negotiation.
Can a leadership search remain confidential?
Yes. Disclosure rules for the client, role and candidates are agreed at the start and information is shared only when necessary.
How are executive search fees calculated?
Role level, scarcity, geography, exclusivity and assessment depth shape the engagement. Scope, payment stages and replacement terms are documented before work begins.
What happens if the appointed leader leaves?
Qualifying appointments include replacement assurance. The period, conditions and exclusions are specified in the engagement agreement.
A critical role should not be filled by trial and error
Tell us the role, current situation and target timing. We will advise whether executive search is warranted or whether a simpler route will work better.
Prefer to talk directly?
Our consultant answers — call us, or request a consultation and we reply within one business day.