top of page

RECRUITING WITH PRECISION

EXECUTIVE SEARCH

Recruiting with precision

Our approach is comprehensive and meticulous. Each client has a dedicated client director and a minimum of three resources to ensure the market is thoroughly examined and the ideal candidate sourced. We are dedicated to developing a comprehensive understanding of your business to establish the perfect employee profile. We meet with each prospective candidate in person to ensure that they are entirely suited to your organisation, with the most relevant skills, experience, leadership style and ambitions. 

We specialise in the following positions:

  • Chief Executive Officer

  • Chief Operating Officer

  • Chief Technology Officer

  • Chief Financial Officer

  • Chief Information Officer

  • Chairman

  • President

  • Commercial Director

  • Managing Director

  • Vice President

  • Board of Directors 

OUR METHODOLOGY

  • Step One: Understanding your needs
    It is vital for us to acquire knowledge in the following areas: You Your business Your people Your culture Your ambition Your challenges Your competitors Your ideal candidate profile We seek to know everything about you and your business.
  • Step Two: Search and Selection
    We carry out an intensive search and selection process, covering: Every company on the agreed target list. Experienced researchers carry out an extensive Organisational Chart Mapping exercise to locate the best talent in the right area and gather references and referrals. Our international database which has been compiled over 14 years using our networking and referral schemes. Some of the most exclusive platforms, as a member of these we have access to senior executives globally - with over 2,000 registering per month this is the most extensive source of all new and existing talent. All executive hiring sites including leading broadsheets, e.g. The Guardian and Daily Telegraph. Selection: Once we have identified a suitable profile we select the 10 best candidates who will be interviewed by three of our senior partners. The client director will collect interview feedback and short list the top three-five candidates.
  • Step Three: References and Psychometric Profiling
    Apart from standard reference checking we also offer comprehensive psychometric profiling using the latest software to assess competency across the following skill areas: Leadership Decision making Vision and information bearing IQ and EQ levels Board development Commercial aptitude Public speaking and public relations Profit and Loss Risk management
  • Step Four: Interview and offer
    Once our thorough vetting process is complete and all requirements have been satisfied, including start date and budget, the best three candidates are shortlisted for presentation to the client. Our aim is to ensure our client wastes minimal time by expeditiously finding the right leader.
  • Step Five: Executive Onboarding
    Success in new senior roles can never be taken for granted and 40% of new leaders fail within 18 months. This is due to a combination of fit, culture, performance and, crucially, preparation. Our search process usually halves this risk. We believe that a planned, thoughtful approach to on-boarding can further reduce this failure rate to as little as 5%. This process starts well before the leader’s first day and includes planning for the pre-start time and up to the first three months. Successful on-boarding places considerable focus on stakeholder management, team communication and alignment with strategic objectives.

"Success is getting what you want. Happiness is liking what you get."

bottom of page