Every search follows the same disciplined sequence, so you can see what has been done, why each candidate is on the shortlist and how they compare.
1. Brief and role definition
We meet with the chair, chief executive or selection panel to agree the role, its context, reporting lines and the capabilities that matter most. These become the selection criteria for every later stage.
2. Market mapping and search
We map the organisations and sectors where suitable candidates are likely to be, then approach them directly and in confidence. Advertising is used only where you want it or where the process requires it.
3. Structured assessment
Candidates are interviewed against the agreed criteria. Where useful, we add work-sample exercises and psychometric assessment through accredited providers.
4. Documented shortlist
You receive a shortlist with a written assessment of each candidate against the criteria, so the panel can compare finalists on the same basis.
5. Referencing and appointment
We conduct thorough referencing and background checks, support offer negotiations and stay in contact with the appointee through the transition.
Probity and record-keeping
For public sector and statutory appointments, each stage is recorded so the appointing authority can show how the decision was reached. Conflicts of interest are declared and managed throughout.
Discuss a senior appointment
Outline the role and where you are in the process. We will respond by email.
Make a confidential enquiry