Executive search, delivered through partnership.

We do not operate a fixed, process‑driven, antiquated executive search model. Traditional firms often follow rigid methodologies and inflexible staged fee structures, with progress tied to process milestones rather than outcomes.

Our approach is more flexible, advisory and partnership led. Senior consultants lead each assignment directly, focusing on judgement, timing and meaningful engagement with the right individuals. We prioritise outcomes over process, aligning our work closely with successful appointments rather than predefined stages.

This allows organisations to move with greater confidence, engage leaders more effectively and make senior hiring decisions that reflect their specific context.

Our fees are typically more flexible than traditional executive search models and usually range between 25%-35%, depending on the role, seniority and location.

Traditional executive search firms often operate at 35% or more, with a structured fee model where payments are made in stages, commonly at engagement, during the search process and on delivery of a shortlist. A significant proportion of these fees is typically non‑refundable, regardless of the final outcome.

Our approach is designed differently, we are partners. We align more closely to successful delivery, with a flexible structure that reflects partnership and shared accountability. This allows clients to retain greater control over cost while ensuring focus remains on achieving the right leadership outcome.

Yes. We regularly advise on board, executive committee and C-suite appointments where careful judgement, integrity and discretion are paramount.

Yes. Many senior appointments require a high level of discretion. We regularly support confidential leadership searches, succession planning and sensitive replacements where reputation and internal dynamics require careful handling. Engagements are managed with minimal exposure and clear control throughout.

Yes. Most senior leaders are not actively in the hiring market. We engage passive talent through our trusted long–term relationships, peer referrals and direct conversations developed over many years. This approach allows access to individuals who would not respond to advertising or standard outreach.

Where appropriate, we do. We provide objective external assessment of internal candidates alongside external benchmarking, helping boards and leadership teams make informed decisions based on capability and future suitability.

Yes. Alongside live hiring, we advise organisations on succession planning and future leadership needs. This allows decisions to be made with better timing and reduces risk at senior and board level.

Yes. Senior roles often involve considerations beyond base salary, including scope, incentives, flexibility and progression. We advise both leaders and organisations during these discussions to ensure clarity, alignment and outcomes that are sustainable for all parties.

We lead through offer development, negotiation and acceptance. At senior level, alignment on expectations, role design and timing is often as critical as remuneration. Our role is to support informed and balanced decisions on both sides, maintaining relationships.

Yes. Our role extends beyond placement. We provide guidance on attraction strategy, market conditions, succession considerations and leadership positioning, supporting decisions that strengthen performance, retention and credibility over time.

Our most senior specialist consultants lead every search directly. There is no handover to junior teams or offsite researchers, ensuring expertise and continuity throughout the process.