Talent and executive search
A leadership change is a turning point for a business. We start every executive search with what the business needs next, assess candidates for capability and fit, and stay involved after the appointment. When the need can't wait, we place interim and fractional leaders.
Services
Executive search
Retained searches for C-suite and senior roles. We look across the whole market for the role, not only at who is available, and assess every candidate against criteria agreed with you at the start.
Interim & fractional leadership
Experienced interim and fractional executives, particularly CFOs and finance leaders, for transitions, integrations and periods when a business cannot wait for a permanent hire.
Board & advisory
Non-executive directors, chairs and advisory board members who bring the sector knowledge, network or governance experience a board is missing.
Technical leadership
Scientific, engineering and technology leaders for companies in health, life sciences and deep technology, where the hire depends on judging technical depth as well as leadership.
Advisory
Some decisions come before a search, and sometimes instead of one.
Succession planning
For the chief executive, the finance director and the other roles a business cannot leave empty, so a departure is planned for rather than reacted to.
Board composition
A review of the experience the board has and the experience it will need at the next stage, before anyone is appointed.
Finance function review
Whether the finance team can report the way new owners or investors expect, and what to change before a CFO search starts.
Who we introduce
For each role we look across the whole market, starting from our record of the leaders we know.
- Chief executives, chief financial officers and other C-suite leaders
- Interim and fractional executives, particularly CFOs and finance leaders
- Chairs, non-executive directors and advisory board members
- Scientific, engineering and technology leaders
How we work in talent
A company that has just replaced a function head is buying against that decision for the next two quarters.
The brief
We start with what the business needs next and agree the role, the context and what success looks like, in writing.
The market
We look across the whole market for the role, not only at who is available, starting from our record of the leaders we know.
Assessment
Every candidate is assessed for capability and fit against the criteria agreed at the start, before you meet them.
Shortlist and appointment
You meet the strongest candidates, each with our assessment, and we support the offer through to the appointment.
After the appointment
We stay in touch with both sides once the new leader is in post.
Typical mandates
- A new owner rebuilding the finance function after an acquisition
- A founder-led business appointing its first CFO or independent director
- An interim leader needed while a permanent search runs
- A life sciences company hiring its first technical or commercial head