How we work
Executive Search Methodology
A leadership brief, a researched market and a clear basis for selection. The scope and responsibilities are agreed before an engagement begins.
- 01
Understand the organisation
Discuss strategy, ownership, operating context and the outcomes the appointment needs to deliver. Identify confidentiality requirements and who will make the decision.
- 02
Define the search strategy
Agree the role profile, relevant markets, assessment criteria, deliverables and communication plan. Clarify the engagement terms, responsibilities and realistic milestones.
- 03
Identify relevant executive talent
Research relevant organisations and leadership backgrounds, considering both internal options and external candidates where appropriate. Approach potential candidates within the agreed disclosure boundaries.
- 04
Assess experience and suitability
Explore evidence of leadership outcomes, judgement and context against the agreed criteria. Agree references, verification and any specialist assessment in advance, with candidate permission where required.
- 05
Present qualified candidates
Provide a considered comparison of relevant experience, motivations and areas to explore. A shortlist supports a decision; it does not replace the organisation's own due diligence.
- 06
Support interviews and selection
Coordinate the agreed interview process, surface questions and support communication between the parties. The organisation retains responsibility for its selection and employment decision.
- 07
Appointment and transition support
Where included in the engagement, support offer discussions, handover and transition planning. Confirm the extent of post-appointment support rather than assuming an ongoing service.
Choose the right engagement
Retained executive search
An agreed research-led engagement to identify and assess leadership candidates against a defined brief. Commercial terms and exclusivity, if any, are set out in the engagement agreement.
Board search
A search focused on governance contribution, board composition, independence, conflicts and committee needs. Board director and advisory appointments have different responsibilities and should not be conflated.
Leadership advisory
Support for leadership assessment, succession, board readiness or strategic talent questions. An advisory engagement does not necessarily involve recruiting for a vacancy.
Discuss your leadership needs
Share the appointment, business context, market and timing. You can attach a confidential brief with your corporate enquiry.
Make a corporate enquiry