Executive Search
Search run as an evidenced process.
Retained search for board, executive and specialist appointments, with structured assessment and a documented record of the market approached.
Our offering
3 defined services.
Each offering addresses a distinct business need with clear outputs and senior attention throughout.
Retained Executive Search
Exclusive, evidenced search for board and executive appointments.
Leadership Assessment
Structured assessment of internal or external leaders against a defined standard.
Specialist Search
Scarce technical and regulated appointments below board level.
How the work runs
Four stages, fixed at the outset.
Mandate
Agree the role, success measures and assessment criteria.
Map
Identify and document the relevant talent market.
Approach and assess
Engage candidates and assess everyone against the same evidence.
Decide and support
Support selection, referencing, appointment and integration.
What it includes
- A written mandate agreed with the board before launch
- A documented map of the target population
- Direct approach to the whole map, not a shortlist of contacts
- Structured assessment against the same criteria for every candidate
- Weekly written progress and market feedback
- Referencing, offer negotiation and first-year reviews
When clients involve us
- The appointment is business critical
- The market is small, senior or confidential
- A previous process produced the wrong shortlist
- The role is new and the profile is not settled
- Discretion matters because an incumbent is in place
- The board needs a defensible record of the decision
Search done properly
A defensible record of the market considered.
Frequently asked questions
What clients ask before we start.
Why use executive search for a critical appointment?
It gives the board a structured view of the relevant market and compares candidates against consistent evidence rather than availability or personal networks.
What makes a search evidence-led?
The mandate, market map and assessment criteria are agreed clearly, and every candidate is considered against the same definition of success.
When is executive search most useful?
It is particularly valuable for confidential, business-critical, specialist or newly created roles where the available population is limited or difficult to reach.
How does leadership assessment support the decision?
It provides a consistent way to test experience, judgment, capability and risk, making comparisons clearer and more defensible.
What happens if the original role is not right for the market?
The evidence is used to challenge the brief and recommend practical alternatives, such as changing the remit, considering adjacent backgrounds or developing capability internally.
Partnership over transaction
Let us talk about the decision ahead.
Tell us about the business question you are considering. We will tell you plainly whether we can help.