Executive Search

Confidential search for roles that can't afford a wrong hire

Retained, discreet search for leadership and board appointments, run outside the noise of a standard recruitment process.

Executive search works differently to standard recruitment. These briefs are usually confidential, the best candidates are rarely applying anywhere, and a wrong hire at this level is expensive in ways that go beyond salary. We run these searches as a retained engagement, with direct outreach to people who match the brief, whether or not they're actively looking.

How We Work

A retained process built on discretion

How an executive search engagement runs from brief to handover.

01 — Brief

Confidential Briefing

Searches are scoped in a closed conversation with key stakeholders, with information shared only on a need-to-know basis.

02 — Mapping

Market Mapping

We map the relevant market and competitor landscape before approaching anyone, so the brief is grounded in who's actually out there.

03 — Approach

Direct Approach to Passive Leaders

We approach candidates who fit the brief directly, most of whom aren't browsing job boards.

04 — Verification

Independent Reference Checks

Reference and background checks are run independently of the candidate's current employer to protect confidentiality.

05 — Handover

Negotiation & Handover Support

We support offer negotiation and transition planning through to the candidate's first day.

In More Detail

Where this service applies

01

C-Suite & Board Appointments

Retained search for the roles that set the direction of the organisation, run with the discretion the brief requires.

  • Chief Executive Officer
  • Chief Financial Officer
  • Chief Operating Officer
  • Non-Executive Directors
02

Senior Operational Leadership

Leaders responsible for running a division, region or function, sourced against both track record and cultural fit.

  • General Managers
  • Regional Directors
  • Heads of Department
  • Divisional Leaders
03

Specialist & Technical Leadership

Leadership roles that need deep domain expertise as well as people-management capability.

  • Heads of Engineering
  • Clinical Directors
  • Chief Technology Officers
  • Heads of Construction

Have a confidential leadership brief?

Speak with a senior consultant directly — no details are shared further without your sign-off.