i.
Intake and search definition
Formal intake, a success profile, search parameters and an agreed target market.
What this covers5 key steps
- Business context. The strategy, organization and priorities behind the appointment.
- Success measures. What the leader must deliver and how success will be judged.
- Leadership requirements. Essential experience, capabilities and cultural fit.
- Compensation and mobility. Compensation, location and mobility parameters.
- Process. Search boundaries, stakeholders and the decision process.
Identification and market mapping
Original research, relationship activation and weekly market feedback to refine the search.
What this covers5 key steps
- Talent universe. Target companies and the relevant leadership population.
- Existing relationships. Executives we know and trusted contacts.
- Referrals. Recommendations from respected industry leaders.
- Original research. Leaders not visible through conventional channels.
- Weekly calibration. Market feedback reviewed together to refine the search.
Engagement and assessment
Confidential approaches and founder-led assessment against the agreed criteria.
What this covers4 key steps
- Direct approaches. Candidates engaged confidentially and professionally.
- Founder-led interviews. Stephen and Shara interview every candidate presented.
- Evidence-based assessment. Ownership, results and leadership tested against agreed criteria.
- Shortlist. A calibrated shortlist with clear evidence and areas to validate.
Interviews and appointment
Interviews, referencing, offer and transition, through to a successful start.
What this covers5 key steps
- Interview preparation. Stakeholders and candidates briefed against the profile.
- Feedback. Structured candidate and stakeholder feedback.
- Referencing. Achievements and leadership validated through targeted references.
- Offer support. Compensation, acceptance and resignation.
- Transition. Onboarding support and a successful start.
