Amaryllis Search & Selection places permanent senior leadership and C-suite hires for UK employers. One named partner, a written brief, a confidential search conducted with care.
"They ran a confidential CFO search for us with the discretion the board insisted on. The shortlist arrived calibrated, considered, and credible."
Board, leadership and senior-functional hires for UK employers. Considered briefs, calibrated long-lists, six-month outcomes.
CEO, CFO, COO, CMO, CHRO, CTO and other C-level appointments.
VP and SVP appointments across commercial, operational and functional leadership.
Senior director and director-level appointments below VP and above Head-of.
Heads of finance, marketing, HR, operations, sales, technology and product.
Functional leadership across legal, risk, compliance, transformation and corporate development.
NED appointments for boards, audit and remuneration committees, advisory roles.
Interim and permanent senior leadership for transformation, turnaround and PE-backed scale-ups.
UK-headquartered companies hiring senior leaders for international teams or expansion.
Senior search with structured D&I-led long-listing and diverse candidate-pool development.
Replacement-of-incumbent searches conducted with absolute discretion. Blind shortlists as standard.
We brief properly, run discreet processes, and stand behind every appointment we recommend.
The partner who takes your brief is the one who runs the long-list, runs the search, manages the offer and follows up post-start. No handoffs.
Senior search is not a sprint. We typically deliver a calibrated long-list within two to three weeks, and a shortlist within four to six.
Every permanent appointment carries a free replacement period. If a hire does not stick within the agreed window, we re-run the search at no charge.
We bring a properly mapped long-list to your office before the shortlist call. You see the market, you see who we approached, you see who declined and why.
For replacement-of-incumbent or pre-announce searches, we run blind shortlists and reveal client identity only at offer stage. NDAs available on request.
The brief, the long-list, the offer support and the post-appointment follow-ups, all built around appointments that stay.
A clear four-step search process. Discreet. Considered. Calibrated.
A 60-90 minute briefing, often with the chair plus chief executive. We capture the role, the team, the must-haves, the success metric and the timeline.
A properly mapped long-list of 20-40 candidates, calibrated to brief. You see the market in writing before any candidate is approached.
A vetted, ranked shortlist of 4-6 candidates with our written notes, motivation, salary expectations and reference summary.
We coordinate the offer, manage counter-offer pressure, line up the start date and check in at day 30, 60 and 90.
Senior search is its own discipline. The brief matters. The long-list matters. The honesty matters. The success of an appointment is measured not at offer stage but six months in, when the new leader is still in seat, still moving the dial, still trusted by the board.
We bring a fully mapped long-list to the office before any candidate is contacted. You see the market, you see who we approached, you see who declined and why. No CVs land out of the blue.
Replacement-of-incumbent and pre-announce searches are run blind. We use generic position briefs in initial approaches, withhold client identity until shortlist stage, and brief candidates only at offer stage if you ask. NDAs available on request.
Volume, junior or contract recruitment sits with sector specialists. Same is true for clinical healthcare and trades. We will tell you within one call if we are not the right partner for the brief.