Practices / 02 Executive
Senior hires, handled quietly.
VP and C-level searches, run confidentially from first call to signed offer.
01Confidentiality
A small circle and a written plan.
When a leadership seat is open, the search often has to stay confidential: from competitors, from the team, and sometimes from the person still in the role. We keep the circle small and the plan written.
Before you meet anyone, we map the market: who could do the job, where they sit today, and what it would take to move them. References are taken before an offer goes out, not after.
02Roles we recruit
Leadership seats we search for.
03How it runs
How a confidential search runs.
- 1
A written brief
Agreed with you, including who knows about the search and who doesn’t.
- 2
A market map
The realistic field, named and reasoned, before outreach starts.
- 3
Discreet approaches
We describe the role without naming you until a candidate is serious and has agreed to confidentiality. [CONFIRM NDA PRACTICE]
- 4
Written cases and references
One page per finalist, and references taken before an offer.
Fees: contingency, so there’s no fee until you make a hire. 20% of the hire’s first-year salary, with a 45-day replacement guarantee. How fees work
Other practices
A leadership seat to fill, quietly?
Tell us as much or as little as you like to start. The first conversation is confidential.