Executive search is not advertising a role and filtering applicants. It is a mapped, targeted approach to the people who are not looking. Every search follows the same five stages, and each one ends with something concrete in your hands rather than an update on progress.
Method
One search, run properly.
One: brief and market definition
Every mandate begins with a detailed brief. I need to understand the business, the project pipeline, the team dynamics, and the specific leadership qualities that will make this hire successful. I do not work from generic job descriptions. The real requirement, the target companies and the profile that will succeed in your business are all agreed here, which is where most searches are won or lost.
What you receive: an agreed brief covering the requirement, the target universe and the profile, with honest counsel on all three. If the brief is wrong, the salary is wrong, or the internal leader is the right answer, you hear that before you spend money on a search.
Two: market mapping
From there I map the market. I build a complete picture of who holds the equivalent role across the target universe, and the universe is covered once, completely, by the person accountable for the outcome. Three agencies racing to submit the same four CVs is not a search.
What you receive: the map itself. Named individuals, current remit, reporting line and likely motivation, across every target organisation.
Three: direct approach
Every approach is made personally and confidentially, including to the high performers who are not actively looking. No job boards, no databases sent out on spec. Senior people take the call because the conversation is credible. A Commercial Director will talk properly to someone who has done the job.
What you receive: every credible individual on the map approached directly, and a running account of who engaged, who declined, and what that says about the brief.
Four: assessment and shortlist
Shortlists are small, thoroughly assessed, and directly aligned to the brief rather than to whoever was available.
What you receive: a shortlist of four to six, each with a written appraisal covering capability, motivation and risk. The reservations are named as well as the strengths.
Five: offer, close and onboarding
I stay involved through the interview process, manage the offer, and remain in contact after the placement. A successful search does not end when the contract is signed.
What you receive: the appointment managed through to acceptance and start date, counter-offer management included, and contact maintained once the person is in post.
Why the work is retained
Contingency recruitment rewards speed over fit. Retained means the market gets mapped once, by someone accountable for the outcome, and it is paid in stages so that the mapping is funded rather than skipped.
I work on a small number of retained and exclusive mandates at any one time, which is why the work is personal rather than delegated to a researcher. Every search is mapped, researched and personally managed from brief to placement.
Start a conversation
Whether you are building a leadership team or considering your next move, I would welcome the chance to talk. No hard sell. No obligation.