Four steps,
on every mandate.
Brief and market map
The partner takes the brief in person and agrees the competency framework, the decision dates and the named hiring manager before research begins. Full market mapping across the region and the diaspora, with a written briefing summary back to the client.
Longlist by day seven
A researched longlist within seven working days, with the market read alongside it: who is available, who is not, and what the role will need to pay. Proactive headhunting, never advertising.
Shortlist by day fourteen
A shortlist within fourteen working days, assessed against the agreed framework, referenced, and presented by the partner who took the brief. Interview debriefs and a decision scorecard for the hiring committee.
Offer and landing
Offer management and onboarding support, then the 180-day landing programme: a first 90-day plan written with the appointee, monthly check-ins, and replacement terms agreed in writing before the search starts.
Sectors
Financial services, government and sovereign entities, real estate and construction, technology, energy, healthcare and professional services.
Functions
Chief executive and board, finance, risk and compliance, technology and digital, human resources, operations, commercial and strategy.
Service levels
Longlist by working day seven, shortlist by day fourteen. The fee schedule commits the client too: a named hiring manager, five-day feedback and fixed decision dates.
97% of the executives the firm has placed on a retained mandate were in post at the first anniversary, which we confirm with the client.
Search and advisory,
on one mandate.
A client asking us to find a chief risk officer generally also needs to know what the role should pay, whether an internal candidate is two years away, and how the regulator will read the reward structure the role sits within.
Answering those questions from one team is quicker and more consistent than commissioning three firms separately. It is the reason the three service lines sit inside one firm.