We invest significant time at the outset to understand the business, the context and what success looks like in the role — beyond the job description. This includes in-depth conversations with the board, key stakeholders and, where relevant, the outgoing leadership. 

A poorly defined brief is the single most common reason a senior search fails. We do not begin the search until we are confident the brief is right.

We conduct a structured mapping of the relevant executive talent pool — across geographies, sectors and organisations. This goes beyond database searches. 

We identify individuals who are not actively looking but who match the profile precisely, drawing on our own network and direct market intelligence. 

The output is a target list that is discussed and refined with the client before outreach begins.

We approach targets directly and confidentially, presenting the mandate in a way that reflects well on the client organisation. 

Every candidate who advances is interviewed in depth — their track record, leadership approach, motivations and cultural fit are assessed before anything is presented to the client. The shortlist we deliver is curated, not comprehensive.

We structure and manage the interview process to ensure it is consistent, rigorous and respectful of candidates' time. 

We advise on interview design, assessment frameworks and decision criteria — and we maintain close communication with all candidates throughout. How a process is run reflects directly on the hiring organisation. We protect that reputation.

Before any offer is extended, we conduct thorough reference checks with individuals who have worked directly with the candidate in relevant contexts — not only the names the candidate provides. 

We draw on our own network where appropriate to build a complete picture. This step is conducted on every mandate, without exception.

We support the structuring and negotiation of the offer, and remain actively involved through the transition into the role. Our engagement does not end at signing. 

We conduct structured follow-up conversations with both client and candidate at 30, 90 and 180 days — to ensure the placement is performing as intended and to surface any issues early.