RECRUITMENT SERVICES

Executive Search

Retained search for senior and strategic appointments at growth-stage, founder-led, AIM-listed and PISCES businesses. We are proud of our 100% completion rate.

Start a conversation

100%

Retained search completion rate across group

3×

The industry average fill rate vs contingency across group

16+

Years placing senior talent in growth businesses across group

What executive search means in practice

Executive search is a retained model: you engage us exclusively and we commit dedicated resource to your search from the first conversation to the day your new hire starts. We take on a limited number of assignments at any one time specifically so that each one receives the attention it requires. We do not run your search in the background while prioritising a larger client.

For a senior appointment at a growth or founder-led business, retained search produces materially better outcomes than contingent recruitment. The candidate market for CFO, COO, General Counsel and senior commercial roles is not on job boards. It requires direct approaches to passive candidates who are not actively looking - people who will only engage if the approach is credible, the role is compelling, and the recruiter handling the conversation knows the market they are operating in. That is what we do.

How a retained search works

Every search follows the same structured process. The steps are not negotiable - they are the reason the completion rate is 100%.

Brief and specification

We spend time with you and the relevant stakeholders to understand the role, the business, the culture, and what success looks like at twelve months. A poorly defined brief is the most common cause of a failed search.

Market mapping

We identify the full universe of candidates for the role, not just those who are actively looking. We map by sector, function, seniority, and business type, drawing on our own networks and our sister company Fram Search where relevant.

Direct approach and screening

We approach candidates directly and conduct structured screening conversations before anyone reaches your shortlist. You see a small number of well-qualified candidates. Psychometric assessment is available where clients require additional confidence in hiring decisions.

Shortlist presentation

We present a written shortlist with our assessment of each candidate against the brief, not just a CV pack. You have everything you need to decide who to meet before the first interview takes place.

Interview management

We manage the interview process at every stage: briefing candidates, gathering feedback, keeping both sides engaged, and flagging issues before they become problems. Searches most often fail between first interview and offer. We stay close throughout.

Offer and onboarding

We manage the offer conversation and the period between acceptance and start date. We stay in contact with your new hire through their notice period and check in after they have started. The search is not complete until they are in the role.

Is retained search the right model for your hire?

Retained search works best when:

Executive search works best when the role is senior - typically CFO, COO, General Counsel, or a board-level appointment. In these cases, the profile is specific and the candidate pool is small. Discretion is important - you do not want the search visible in the market. Speed matters but quality matters more. The cost of a wrong hire is significant.

Contingent may be more appropriate when:

The role is mid-level and the candidate pool is broader. You want to test the market before committing to a retained process. Speed is the primary priority. You are comfortable with a no-placement, no-fee arrangement.

Learn more