Executive Search

We start with a briefing to align on the role, the organizational context, and what success looks like — this shapes a target list of companies, and adjacent industries, to identify potential talent pool in alignment with the client mandate. From there, we run structured outreach (active and passive), screening, and assessment, and present a shortlist of candidates along with our evaluation of each. We provide continuous, transparent updates and proactively resolve bottlenecks to keep your search on schedule and minimize turnaround time.

Confidentiality is core to how we operate. Candidate conversations are handled discreetly, and we don't disclose a client's identity to a prospective candidate until there's a genuine mutual fit to explore. Similarly, information you share with us about the role, your organization, or internal dynamics is treated as confidential and used only for the purposes of the search. This matters particularly for succession planning, replacing an underperforming leader, or any search where discretion around an existing incumbent is essential.

We strictly honour "off-limits" non-solicitation commitments as a core part of our retained search agreements. Because we are a focused boutique firm rather than a massive global conglomerate with thousands of client conflicts, our off-limits list remains lean. This allows us to search far more broadly across the talent market on your behalf without hitting the extensive blockades that often constrain larger legacy firms.

If a placed executive leaves or is terminated within the agreed guarantee period (timeframes vary as per the seniority level and are typically in the range of 6-12 months), we execute a replacement search at no additional professional fee—provided the core scope of the role remains unchanged. The guarantee is honoured provided the departure isn't due to corporate restructuring, role elimination, material changes to compensation/responsibilities, or M&A activity.

We operate on a standard retained search model, charging a professional fee based on a percentage of the candidate's first-year total compensation package. Fees are split into three milestones across the engagement: an initial retainer at kick-off, a progress instalment upon delivering the vetted shortlist, and the final balance upon offer acceptance. This phased approach aligns our incentives with running a rigorous, quality-driven process rather than rushing a placement. For tailored mandates, we also offer fixed-fee arrangements based on the role's scope and complexity.