Senior search across the ten practices that decide whether your board, leadership team and exec layer keep moving the dial.
If your need is not listed below, ask. Our network reaches well beyond this list and we will tell you straight whether we are the right partner for the brief.
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.
The practice decides part of the workflow. Most of it is the same. Whether the role is a CFO for a PE-backed group or a Head of Marketing for a fast-growing scale-up, the steady process is the same: brief, map, long-list, calibrate, shortlist, offer, onboard, follow up.
A 60-90 minute briefing call, often with the chair and chief executive together. We capture the role, the team, the must-haves, the success metric, the timeline and the level of confidentiality required.
A properly mapped long-list of 20-40 candidates, calibrated against your brief. You see the market in writing before any candidate is approached. We discuss who declined and why before we go to the shortlist.
Four to six candidates per brief, properly vetted, with our written notes. References, motivation, salary expectations, counter-offer risk, plus psychometric profile on request. We rank, we do not just send.
We coordinate the offer, manage counter-offer pressure, line up the start date and check in at day 30, 60 and 90. The post-appointment follow-up matters more at senior level.