Services
Retained search, fractional and interim leadership, specialist recruitment, and consulting. Where the work sits depends on the problem, not on what is easiest to sell.
Choosing the right route
Most briefs arrive as a job title. We work backwards from the commercial outcome, then recommend the model that fits the risk, the timeline and the budget.
For appointments where getting it wrong is expensive. Board and C-suite roles, run as a retained, evidence led process with a full market map.
For capability you need now, not in six months. A senior operator holds the mandate part time or on a fixed term while the permanent answer is decided.
For the layer beneath the board, where volume and speed matter but quality still decides the outcome. Search led hiring across technology, digital, data, product, sales and operations.
For when the problem is the system rather than the seat. Talent strategy, organisation design, market intelligence, assessment frameworks and embedded hiring capability.
Common questions
Retained search is charged in stages, usually on engagement, shortlist and appointment. Recruitment can be fixed fee or contingent depending on seniority and exclusivity. Fractional and interim work is a day rate or monthly retainer. Advisory projects are fixed fee against a defined scope. You get the numbers in writing before anything starts.
Retained work buys process, not just introductions. A full market map, direct approach into passive candidates, structured assessment, benchmarking and reporting. Contingent hiring rewards speed over rigour, which is fine for volume roles and wrong for appointments that carry enterprise value.
Frequently. Succession, replacement of an incumbent and pre deal hiring all need discretion. We run these under NDA, brief candidates in stages, and control what is disclosed and when.
Every permanent appointment carries a replacement provision, agreed in the engagement terms. We also run a structured onboarding review through the first 90 days, because most appointment failures are visible long before they are admitted.
Yes. Pre deal talent diligence, first hundred day leadership plans, portfolio wide market maps and exit readiness reviews. See private equity and investors.
Describe the situation in a short call. We will tell you which route we would recommend and why, including when the answer is not a hire at all.
