Replacing a senior leader
Run a controlled search around the capability, continuity and discretion required for a significant leadership change.
Discuss the AppointmentEXECUTIVE SEARCH
Senior appointments start with understanding where your business is going.
Leadership recruitment requires more than advertising a vacancy. We work with you to understand the organisation, commercial objectives, leadership team and expectations of the appointment before identifying and approaching senior professionals who may not be actively looking for a new role.
When is executive search appropriate?
Executive search is designed for appointments where leadership impact, discretion and access to people beyond the active applicant market are central to the decision.
Creating a new leadership role
Define the mandate, reporting lines and measures of success before taking a new senior position to market.
Shape the BriefPlanning for growth or succession
Identify the leadership experience needed for the next phase of the business or a planned transition.
Discuss Your PlansReaching candidates who are not actively applying
Approach relevant senior professionals directly and give them a credible, confidential reason to consider the opportunity.
Explore the MarketA deliberate senior search
Before approaching anyone, we need a clear view of the organisation, the leadership challenge and what the successful person must be able to influence or deliver.
We establish the mandate.
We explore the commercial context, leadership team, reporting relationships and what the appointment must achieve.
We represent the opportunity carefully.
Senior professionals expect an informed conversation. We agree what can be shared and communicate the opportunity consistently.
We keep communication controlled.
Search progress, candidate conversations, interviews and feedback are managed with appropriate discretion and clear points of contact.
A senior shortlist should show why each person is relevant to this appointment, not simply why they have held a similar title.
A more considered approach to senior recruitment
Senior appointments require a controlled search, credible conversations and evidence that goes beyond a job title. We keep the process focused on the priorities agreed at the outset.
Confidential search
Agree who knows about the appointment, what can be disclosed and how conversations should be handled.
Direct candidate approach
Reach relevant leaders and specialists who may not be monitoring advertised vacancies.
Leadership and cultural alignment
Explore how candidates lead, make decisions and work with the environment they would be joining.
Market mapping
Build a clearer view of relevant organisations, backgrounds and potential candidates before narrowing the search.
Thorough candidate assessment
Test career evidence, motivation, expectations and the candidate's understanding of the appointment.
Controlled communication
Maintain clarity and discretion as the search moves from first approach through interviews and negotiation.
What every executive shortlist includes
We assess the evidence behind a candidate's career history and explore how their motivation, leadership style and expectations relate to the appointment.
- Leadership experience examined
- Commercial track record discussed
- Motivation for considering the role understood
- Remuneration expectations confirmed
- Notice period and availability confirmed
- Leadership style explored
- Cultural alignment considered
- Consultant assessment provided
You receive a focused shortlist supported by consultant assessment, practical information and a clear explanation of why each person merits consideration.
Our executive search process
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Understand the business and appointment
We explore the organisation, leadership context, commercial priorities and expectations of the role.
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Define the search brief
We agree the mandate, candidate profile, remuneration, process and communication boundaries.
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Map the market
We identify relevant organisations, backgrounds and potential candidates beyond active applicants.
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Approach and assess candidates
We hold informed conversations and assess experience, motivation, leadership style and practical expectations.
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Present a focused shortlist
You receive a reasoned shortlist with clear consultant assessment and supporting information.
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Support interviews, negotiation and appointment
We coordinate the process, manage feedback and support a well-informed conclusion.
Define the appointment before approaching the market.
A strong search brief gives senior professionals a credible account of the opportunity and creates a consistent basis for assessment.
- Business context and commercial objectives
- Mandate and measures of success
- Leadership team and reporting lines
- Required experience and evidence
- Leadership style and working environment
- Remuneration and benefits
- Confidentiality requirements
- Interview and decision process
Recruitment expertise across key sectors
Our consultants recruit across a range of specialist and business-critical functions, combining market knowledge with a practical understanding of each vacancy.
Frequently asked questions
What roles are suitable for executive search?
Executive search is appropriate for senior leadership, specialist or business-critical appointments where direct market approach, discretion and a detailed assessment process are important.
How does executive search differ from permanent recruitment?
Executive search begins with a defined search strategy and proactive market mapping. It is commonly used when the relevant people may not be applying to advertised roles or when the appointment needs a more controlled process.
Can the search remain confidential?
Yes. We can agree confidentiality requirements, communication boundaries and what may be disclosed before any candidate is approached.
Do you approach people who are not actively job searching?
Yes. Direct approach is a central part of executive search and allows relevant senior professionals to consider an opportunity they may not otherwise see.
How long does an executive search usually take?
Timescales vary according to the seniority, specialism, market, notice periods and interview process. We agree a search plan and provide realistic progress updates rather than promise a fixed timetable without understanding the appointment.
How are candidates assessed?
We examine leadership experience, career evidence, commercial contribution, motivation, expectations, leadership style and practical suitability against the agreed search brief.
When are fees and terms agreed?
The search scope, fees, terms and payment arrangements are discussed and agreed before the executive search begins.
Can you search nationally?
Yes. We can conduct executive searches across the UK, with the search strategy shaped around the role, location and relevant candidate market.
Let us start with a conversation.
You do not need a finished job description or a final salary figure. Tell us what is happening in your business and one of our consultants will call you to discuss the requirement and help you decide the best way forward.
Planning a senior or leadership appointment?
Start with a confidential conversation about the business, the appointment and the market you need to reach.