Define
The role behind the role.
Set the business outcomes, decision rights and success profile before the first candidate conversation.
OUTPUT / A written success profileThe search process
A clear mandate.
A reasoned decision.
Six connected phases. Visible progress. Evidence that supports the appointment. From the first business conversation through the leader’s first six months.
THE DECISION RECORDAsk.
Examine.
Compare.
Examine.
Compare.
CapabilityMotivationRisk
Before the shortlist
Make the reasoning
visible.
Agree the job-related requirements. Examine the evidence consistently. Keep unresolved questions in view through the decision and transition.
Use the leadership decision toolsMap
The whole relevant market.
Identify the leadership pools and organizations that matter to the mandate, including credible adjacent markets.
OUTPUT / A focused, named market mapEngage
A discreet, considered approach.
Represent the opportunity clearly and examine each leader’s interest, context and expectations.
OUTPUT / An engaged candidate fieldAssess
Evidence over impression.
Compare capability, trajectory, culture, motivation and risk against the same success profile.
OUTPUT / A structured assessment recordSecure
A decision that stands up.
Support finalist evaluation, referencing, negotiation and the decisions required to close the appointment.
OUTPUT / A clear appointment rationaleEmbed
Stay through the transition.
Connect the incoming leader to stakeholder expectations, early priorities and the conditions needed to deliver.
OUTPUT / A transition agendaAssessment
Evidence over impression.
Every candidate is considered against the same dimensions, weighted to the mandate. Explore each lens.
01
Can the leader deliver the mandate?
Examine a demonstrable record against the success profile. Explore the starting point, the leader’s decisions, personal contribution and the durability of the outcome.
Technology & client visibility
A decision system.
Beyond the candidate list.
Explore the four working views behind the search. These are illustrations of the method; they contain no client records or candidate data.
01 / Market map
A relevant market, with a reason for every name.
Organize the search by sector, leadership context and credible adjacent markets. Record relevance, relationship depth, mobility and motivation.
CLIENT OUTPUTA named market universe
02 / Evidence ledger
A shortlist that explains its reasoning.
Connect interview evidence to the agreed success profile. Compare capability, trajectory, cultural fit, motivation and risk across the same dimensions.
CLIENT OUTPUTA comparable assessment record
03 / Risk view
The unresolved questions stay visible.
Track notice periods, counteroffers, compensation, ownership fit and stakeholder concerns. Assign next actions before the final decision.
CLIENT OUTPUTA close and transition risk plan
04 / Embed tracker
The appointment continues after acceptance.
Set first-six-month priorities, stakeholder check-ins and early signals of friction. Revisit expectations while the transition can still be supported.
CLIENT OUTPUTA six-month appointment agenda
The first six months
Stay close to the
appointment that follows.
The accepted offer begins a transition. Search findings should inform the sponsorship, priorities and relationships that follow.
OUR HIRING TECHNOLOGY
A rigorous search.
A visible process.
Client visibility connects the pipeline, shortlisted profiles and CVs, interview feedback and reporting. Know where the search stands and what needs your attention.
Watch the client visibility filmFor the appointment that matters