Services
From a single appointment to a standing talent pipeline
Executive Search
A retained search for a defined leadership appointment, including market mapping, candidate engagement, assessment, referencing and offer support.
Leadership appointments that shape business performance.
We partner with organizations to appoint senior leaders across the end-to-end supply chain, operations and supporting technical functions. Each retained assignment is built around the business context, the leadership challenge and the outcomes the appointed leader will need to deliver.
The founders remain directly involved throughout, supported by specialist expertise and dedicated research. Established relationships provide access to experienced leaders, while original market mapping extends the search to candidates beyond our existing network.
When to engage us
Executive search is suited to critical appointments where specialist knowledge, confidentiality and a thorough assessment of the market matter. This may include replacing a key leader, building a new capability or appointing someone to lead transformation, growth or operational improvement.
What the engagement covers
- Definition of the mandate, success profile and target market.
- Market mapping and confidential candidate engagement.
- Assessment of experience, leadership capability and fit with the operating environment.
- A calibrated shortlist, with clear recommendations and market feedback.
- Interview coordination, referencing and offer support.
- Continued engagement through the transition to the start date.
External Benchmarking
A focused review of the external market to compare internal succession candidates with relevant external leaders before an appointment decision.
A broader perspective on a critical appointment.
An internal succession candidate may be well positioned for a leadership role. External benchmarking provides a structured view of relevant leaders in the wider market, helping organizations assess that candidate against the capabilities the business will need next.
We agree the criteria at the outset and assess external profiles against the same requirements. The work provides context for the appointment decision, including the strengths available internally, capabilities available externally and potential development needs.
When to engage us
External benchmarking is relevant when an organization has an internal successor in mind, is reviewing succession readiness or wants to understand the external market before deciding how to fill a critical role.
What the engagement covers
- An agreed leadership profile and assessment criteria.
- Identification of relevant external leaders in comparable operating environments.
- A review of their experience, scope and capabilities.
- Confidential conversations where agreed within the mandate.
- A comparison to support the internal appointment or succession discussion.
The scope can range from a research-led market comparison to direct engagement with selected external leaders. An external hiring process is not required.
Discuss a succession decisionTalent Pipeline Development
Proactive identification of talent by function, geography, leadership level and operating environment, building visibility before vacancies become urgent.
Build relationships before the appointment becomes urgent.
Talent pipeline development helps organizations prepare for future leadership needs. We identify relevant executives across agreed functions, geographies and leadership levels, creating visibility of the market before a vacancy arises.
The work starts with the business plan and the capabilities likely to be required. We then map the relevant talent and, where agreed, begin confidential conversations to understand experience, interests, mobility and the circumstances that could prompt a move.
When to engage us
A proactive pipeline is particularly valuable for anticipated succession, expansion into new markets, emerging capabilities or roles where the available talent pool is limited.
What the engagement covers
- Definition of priority roles, capabilities and markets.
- Identification and assessment of relevant leadership profiles.
- Insight into location, mobility and potential alignment.
- Candidate engagement and relationship development where agreed.
- A structured pipeline that can be revisited as business needs evolve.
Research-only mapping and an actively maintained pipeline are different scopes. We agree the level of engagement, refresh frequency and reporting before the work begins.
Discuss your future leadership needsMarket Intelligence
Insight on talent availability, organization structures, compensation, location, diversity and competitor hiring patterns.
Understand the talent market behind your business decisions.
Leadership decisions depend on an informed view of the external market. We provide focused research into how organizations structure their functions, where relevant talent sits and the factors that influence an organization’s ability to attract it.
Each engagement begins with a specific business question. This could concern the feasibility of a proposed role, a location decision, compensation positioning or how competitors organize a particular capability.
When to engage us
Market intelligence supports decisions about organization design, workforce planning, new capabilities and future recruitment. It is also useful when a business needs to test assumptions before committing to a search.
What the engagement can cover
- Availability and geographic distribution of relevant leaders.
- Functional structures, reporting lines and leadership scope.
- Compensation expectations and factors affecting attraction.
- Competitor hiring activity and capability development.
- Representation within the relevant talent market.
- Implications for role design, location and search strategy.
We distinguish verified findings from indicative information and explain the limits of the available evidence. The output is shaped around the decision the business needs to make.
Discuss a talent market questionMulti-Role Program Delivery
A coordinated search program across multiple roles, functions or countries, with consistent assessment and reporting.
A coordinated approach to building leadership capability.
When several appointments are connected, they benefit from a shared understanding of the business agenda. We coordinate searches across roles, functions or countries, aligning priorities and assessment while recognizing the requirements of each mandate.
This approach provides a consistent view of progress, market feedback and candidate activity. It also helps manage overlapping talent pools and the relationships between appointments within the wider leadership structure.
When to engage us
Multi-role programs are relevant to organization redesign, business expansion, acquisition integration or the development of a new leadership team. They can also support a series of appointments across a plant network or regional function.
What the engagement covers
- Definition of the overall program and individual mandates.
- Agreement on appointment priorities, sequencing and dependencies.
- Coordinated research and candidate engagement.
- Consistent assessment, with criteria tailored to each role.
- Consolidated reporting and regular stakeholder reviews.
- Interview, offer and transition support across the program.
The founders remain accountable for the partnership, with responsibilities, timelines and communication agreed at the outset.
Discuss a hiring programA note on talent mapping. It identifies and assesses the relevant market. It does not require your organization to start a hiring process or approach the executives identified.