Executive Search Advisory
Independent guidance on identifying and securing senior talent — from defining the role to the new leader’s first months.
A senior hire is one of the most consequential decisions an organisation makes, and one of the hardest to reverse. Yet it is often rushed: the role is described in general terms, the search relies on who is already known, candidates are judged on impressions from a few conversations, and the new leader is left to find their own way once they arrive.
Executive search advisory brings structure and independence to that process. We start by defining what the role must achieve and what success will look like, then map the market to find people who fit — including those who are not actively looking. Candidates are assessed against the same criteria, with evidence rather than impressions, so that the final decision is well founded and the reasons for it are clear.
We can run the search with you from start to finish, or support the parts where an outside view helps most: defining the role, assessing a shortlist you already have, or planning the new leader’s integration. Throughout, we act in your interest and treat every candidate with discretion and respect.
What you get
What an engagement typically delivers. The exact scope is agreed with you first.
Role definition and success profile
A clear statement of what the role must deliver, the context it sits in and the experience, capabilities and qualities the right person will need.
Market mapping and longlist
A structured search of the relevant market, including people not actively looking, leading to a longlist and then a shortlist agreed with you.
Structured assessment and referencing
Consistent interviews and assessment against the success profile, with thorough, discreet referencing, so candidates can be compared on evidence.
Offer, onboarding and integration
Support in shaping and negotiating the offer, and a plan for the new leader’s first months: priorities, key relationships and the check-ins that keep the start on track.
How we work
Defining the role
We talk with you and the key stakeholders about what the organisation needs from the role, agree the success profile and set out how the search will run.
Searching the market
We map the market, approach potential candidates confidentially and keep you updated as the longlist takes shape, agreeing together who moves forward.
Assessing the shortlist
Shortlisted candidates go through structured interviews and assessment against the agreed criteria. We share our findings openly, including the risks we see with each candidate.
Appointment and integration
We support the final decision, the offer and the handover into the role, then follow up with you and the new leader during the first months.
What changes
- Senior appointments made against a clear definition of what the role needs
- A wider and better-understood pool of candidates than your own network alone
- Decisions based on consistent evidence, with the risks known in advance
- A new leader who settles faster, with clear priorities from the first day
Common questions
How is this different from a recruitment agency?
Our role is advisory. We work for you, not for the candidate, and our focus is on getting the definition, assessment and integration right — not only on presenting candidates.
Can you assess an internal candidate alongside external ones?
Yes. Internal candidates can be assessed against the same success profile as external ones, which makes the comparison fairer and the decision easier to explain. We handle this with particular care and discretion.
How do you handle confidentiality?
Carefully and in both directions. Your search is not made public unless you choose, and candidates’ details and conversations are shared only with the people you agree should be involved in the decision.
How is it priced?
There is no standard price list, because the scope varies. We propose the cost together with the scope, so you can see both before you decide.
Let's talk about Executive Search Advisory.
A short conversation is usually enough to tell whether we are the right fit.