Executive search.
C-suite and senior leadership for the IT channel, run confidentially and led by the person who took your brief.
The hire you can’t afford to get wrong.
Senior appointments in the channel are small-market searches. The right person is usually working for someone you know, isn’t looking, and will never answer a job advert.
That calls for a direct, confidential approach rather than an advertised process, and for someone senior enough to hold a credible conversation with a sitting MD about why they should move.
What a retained search gets you
Full market map
Every credible candidate in your competitive set, mapped and assessed, not just the ones who happen to be available.
Confidential approach
Your search stays private. Candidates are approached directly and told who you are only when it is safe to do so.
Proper assessment
Structured interviews against the brief, plus referencing, so the shortlist is a judgement rather than a list.
Offer and onboarding
We manage counter-offers, notice periods and the first ninety days, because that is where good hires are lost.
How a search runs
Brief
We agree the role, the reporting line, the package and what success looks like twelve months in.
Map
We build the long list from the market rather than a database, and agree it with you before approaching anyone.
Approach
Direct, confidential conversations. You see a shortlist with written assessments, not a pile of CVs.
Close
Interview support, offer management and onboarding through to start date.
When retained search is the right call
- Board and C-suite appointments
- First hires into a new country or business line
- Replacing someone still in post
- Any role where a bad hire costs more than the fee
Hiring a leader?
A short conversation is usually enough to tell whether a search is worth running, and what the realistic market looks like.