Leaders for the roles that shape your business.

What a retained search involves

The people who could lead a function well are rarely browsing job boards. Executive Search goes out and finds them. We work from a clear picture of what the role must achieve, approach the right people quietly, and assess the ones who are interested before you meet anyone.

You meet a short list of people who could do the job, each with a written assessment.

When a retained search is worth it

• You're hiring a head of department or a C-level leader.
• The search has to stay quiet, perhaps while someone is still in the seat.
• The strongest candidates are probably happy where they are.

For hands-on roles, Direct Hire and Managed Service are built for the job. For a batch of mid-level roles, see RPO.

How a retained search runs

1. 1

   Brief. We agree what the role must deliver in its first year, the package, and who makes the decision.

2. 2

   Market map. We identify the companies and people worth approaching, and agree the list with you.

3. 3

   Approach. Confidential outreach under our name, with your company kept private until you agree otherwise.

4. 4

   Assessment. Structured interviews, background and reference checks, and a case exercise built around the role.

5. 5

   Shortlist. You meet the strongest candidates, each with a written report.

6. 6

   Close. We support the final interviews and help with the offer.

7. 7

   First months. We check in with you and your new leader as they settle in.

Searching without telling the market

Many leadership searches can't be public. You may be looking for a successor while the current leader is still in post, or building a function before you announce it. Every approach goes out under our name. We describe your company in general terms until you're ready to share more, and we share candidate details only with the people you name. Candidates get the same discretion from us.

Paid as a retained fee

Fees depend on the role and the scope of the search. We walk you through them on a confidential call. A search is billed as a retained fee.

The search includes:

• The brief and the market map
• Confidential outreach under our name
• Structured assessment, with background and reference checks
• A written report on each shortlisted candidate
• Support through the offer and the first months

Price drivers: seniority, how narrow the market is, and how much confidentiality the search needs.

Responsibilities through the search

Fractional executives: senior leadership for set days each month

Sometimes you need senior judgment before you're ready for a leader in the seat every day. A fractional executive is an experienced leader who joins you for an agreed number of days each month. They take on a defined remit, sit on your leadership team and are accountable for results in their area.

Typical remits:

• Fractional COO: operating rhythm, processes and reporting
• Fractional CFO: forecasting, cash management, fundraising preparation and the finance team
• Fractional CMO: positioning, channel planning and building the marketing team
• Fractional CTO: technical direction, vendor and hiring decisions, and oversight of delivery

How it works:

1. 1

   Remit call. What the leader must own, the results you expect in the first quarter, and how many days each month it needs.

2. 2

   Match. We introduce leaders who have done this remit before, each with a short profile.

3. 3

   Meet and choose. You interview them and pick one.

4. 4

   Start. We set up the agreement, agree a plan for the first month and schedule the days.

5. 5

   Review. We check in with you each month.

How it's billed: a monthly retainer. What shapes the price: the number of days each month, the function and seniority, and where the leader is based.

Leadership search beside other options

Leadership roles we search for

Heads of department and C-level roles across operations, finance, marketing, sales, technology and people.

Executive Search FAQ