Executive search
Leadership starts with the right questions.
A considered, discreet search for leaders whose experience fits the challenge your organisation faces.
When this helps
Does this sound familiar?
A leadership appointment affects your team, direction and culture. We start with the mandate: what needs to change, what should remain and who the new leader needs to work with.
Value for your team
Clarity to move forward.
Informed conversations about leadership, judgement and expectations. A candidate’s achievements matter, but so does the context in which they achieved them.
Deliverables to agree
- 01An agreed leadership brief covering mandate, stakeholders and expected outcomes.
- 02A discreet approach and agreed communication with potential candidates.
- 03Structured introductions and coordination of stakeholder interviews.
How we approach it.
These steps provide a framework. Details are adapted to your organisation and assignment.
- 01
Step 1
Clarify the leadership challenge.
- 02
Step 2
Agree the search and confidentiality boundaries.
- 03
Step 3
Explore track record and leadership approach.
- 04
Step 4
Support selection and offer discussions.
Scope and fees
Know what to expect before starting.
Confidentiality, disclosure of the organisation, references and any assessments are agreed in advance. References are not approached without an agreed process.
A common question.
Can the search start without publishing our organisation’s name?
We can discuss a confidential approach. We agree when and with whom the organisation’s identity and role details may be shared.
Related support
Human Talents
What needs to happen in your team?
You do not need a finished brief. Share the context and we will discuss an appropriate approach.