Services
Search and advisory work built around pivotal leadership decisions.
We structure engagements for boards and executive teams that need rigor, confidentiality, and a decision-ready process rather than a stack of resumes.
Retained Executive Search
For CEO, C-suite, and critical VP mandates where market mapping, calibration, and candidate quality matter more than volume.
- Partner-led brief design and stakeholder calibration
- Target-company mapping and discreet outreach
- Structured assessment, referencing, and finalist guidance
Board Advisory
For boards shaping composition, governance capability, and director recruitment in periods of growth, transition, or increased scrutiny.
- Board capability review against strategic priorities
- Independent director and committee chair search
- Advisory support for succession and governance questions
Succession Planning
For organizations that need a sharper view of internal readiness, external talent markets, and transition risk around key leadership roles.
- Success profile definition for future leadership needs
- Internal and external benchmark assessment
- Transition and continuity planning support
Process
A retained search model designed to help clients make a better final decision.
Phase 1
Define the mandate
We align on business context, reporting lines, stakeholder expectations, and the outcomes the role must deliver in the first 12 to 24 months.
Phase 2
Map the market
The search expands beyond inbound talent into a targeted market map that surfaces adjacent and non-obvious leadership options.
Phase 3
Assess for fit and range
Candidates are screened for leadership evidence, operating range, sector context, and the specific change environment they would enter.
Phase 4
Present a decision-ready shortlist
Clients receive a sharper, better-calibrated slate with strengths, risks, and comparative notes that support faster final decisions.
Phase 5
Close and transition
We stay engaged through offer, close, references, and transition planning so the handoff is deliberate rather than rushed.
Deliverables
What clients should expect from the engagement.
We do not position search as a black box. The engagement should produce a documented process, a clearer market view, and a stronger final decision.
Leadership success profile and search brief
Target market map and talent universe
Candidate assessment summaries and referencing notes
Finalist comparison view for board and investor discussions
Offer-stage support and transition planning
Optional post-placement check-ins for critical hires
When to engage us
The right time to start is usually earlier than the market thinks.
The role is too important to delegate to a high-volume recruiting process.
The organization is in transition and needs a leader who can operate in ambiguity.
Board stakeholders need a defensible, well-documented selection process.
Internal succession options exist, but the market needs to be benchmarked externally.