Senior and specialist recruitment for organisations that cannot afford the wrong hire.

1. 01

   Understand the appointment

   An in-depth briefing with the decision-makers establishes business context, objectives, reporting lines, authority, P&L responsibility and team scope. We explore the incumbent’s knowledge, succession priorities and the outcomes required of the next leader.

2. 02

   Define the role and the evidence

   We agree the role profile, essential experience, transferable capability and assessment criteria. Package, location, travel, availability and the opportunity itself are resolved early, giving the search a clear and credible proposition.

3. 03

   Map the market

   Targeted research identifies relevant organisations, competitors and adjacent markets. We examine comparable business models, products, customers, operating complexity and leadership responsibilities, combining fresh mapping with established relationships.

4. 04

   Engage with discretion

   Candidates receive a considered, individual approach. Client identity is shared with authority, at the appropriate stage and with the right people. A coordinated approach gives trusted contacts a clear account of the opportunity and avoids repeated, conflicting approaches.

5. 05

   Assess and present

   Conversations test personal contribution, commercial results, leadership judgement and stakeholder management. A reasoned shortlist sets out evidence, motivation, strengths, development areas, remuneration and availability against the agreed brief.

6. 06

   Select, secure and transition

   We coordinate interviews and feedback, support agreed referencing and due diligence, and manage offer discussions, counter-offers and notice periods. Attention continues through commencement, handover and early follow-up.

A clear mandate makes it possible to represent the business confidently, protect sensitive succession plans and maintain a consistent conversation with the market.