Clear, owned outputs.
- A success profile and search strategy
- Market map and progress reports
- A shortlist with detailed assessments
- Interview process design and coordination
- Offer and onboarding support
Senior hires shape strategy, culture and results for years. Executive search needs discretion, research and a deep understanding of what the business needs from its next leader. We run confidential searches built on market mapping, direct approaches and structured assessment.
The problems Executive Search solves.
Confidential, research-led searches for senior and leadership roles.
The right leaders aren't looking and won't respond to adverts.
The search must stay confidential.
Stakeholders disagree on what the role really needs.
Assessment relies on impressions rather than evidence.
What Executive Search covers.
Role and success profile
What the leader must achieve, agreed with all stakeholders.
Market mapping
Identifying potential candidates across relevant organizations.
Confidential approach
Discreet direct outreach to senior candidates.
Structured assessment
Evidence-based interviews against the success profile.
Stakeholder management
Coordinating board, leadership and hiring panel input.
Offer and transition
Supporting negotiation, resignation and onboarding.
How an executive search runs.
Senior hires are made through conversations, not job adverts. The search is confidential and run by a small team end to end.
- 01
Brief
The mandate, the challenges in the first year, the team the person inherits and how success will be judged.
- 02
Target list
Companies and roles where suitable leaders sit today, agreed with you before outreach.
- 03
Approach
Discreet, personal outreach and assessment conversations with interested candidates.
- 04
Assessment
Structured interviews against the brief, referencing and an honest view of each candidate's gaps.
- 05
Close
Offer negotiation, resignation and counter-offer support, and the transition into the role.
Why it's worth it.
Access to passive leaders
Reach people who would never apply to an advert.
Discretion
Sensitive searches are handled confidentially.
Better decisions
Evidence-based assessment reduces the risk of a costly mis-hire.
When Executive Search is the right move.
- Hiring a new head of a function or business unit.
- A confidential replacement of a senior leader.
- A growing company hiring its first executive team members.
Technologies & platforms
- LinkedIn Recruiter
- Market mapping research
- Structured interview frameworks
How Executive Search work runs.
- 01
Intake
Role, skills, team, compensation range, location, timeline and interview process agreed.
- 02
Source
Targeted search across our network, job boards, communities and direct outreach.
- 03
Screen
Structured screening against the brief before any profile is shared.
- 04
Present and interview
A short, explained shortlist and coordinated interviews.
- 05
Offer and onboard
Offer support, start-date coordination and check-ins after the start.
Executive Search questions.
How do you keep a search confidential?
We describe the role without naming the company until a candidate has been screened and agreed to confidentiality, and we limit who sees candidate information.
How is executive search priced?
Usually as a retained search with staged payments, agreed in writing. Details depend on the role and scope.
Do you assess leadership style and culture fit?
Yes, through structured interviews, referencing and, where you wish, assessments provided by specialist partners you approve.
Talk to us about executive search.
Tell us about the role — skills, location, timeline and budget range — and we'll reply with how we would run the search.