Strengthen a function
Clarify the operational or commercial responsibility, the team to lead and the decisions the person will own.
FIND / LEADERSHIP HIRING
Leadership for
your next chapter.
Executive Search & Leadership Hiring
A senior appointment shapes more than one role. Start with the business priorities, leadership responsibilities and working context that will define the right person for your team.
Discuss a leadership role
Understand the business.
Define the leadership need.
01 / THE LEADERSHIP NEED
An important role.
A wider responsibility.
For businesses appointing a functional leader, strengthening a management team or preparing for a planned transition. The search begins with what the appointment needs to achieve.
Lead the next stage
Define the experience needed as the business develops a market, builds a capability or changes its operating approach.
Plan a transition
Agree the timing, stakeholders and information-sharing boundaries for a considered leadership appointment.
02 / THE SEARCH BRIEF
Clarity first.
Discretion throughout.
A useful leadership brief goes beyond a title. It describes the mandate, the organisation around the role and the evidence that will support an informed decision.
What we agree before outreach
- Business priorities and leadership expectations
- Reporting lines, decision-making scope and team context
- Relevant markets, organisations and experience
- Compensation parameters and appointment timing
- Who is involved and what can be shared at each stage
Search scope, delivery capacity, communication and commercial terms are agreed for each assignment. Specialist assessments or formal background checks are not assumed to be included; any additional requirements need a separately agreed scope.
03 / HOW WE WORK
From the leadership brief
to a considered shortlist.
A focused process connects the search to the role’s responsibilities. Assessment discussions centre on relevant experience, decisions and outcomes rather than a job title alone.
- 01
Define the mandate
Agree what the leader needs to deliver, the working context and the criteria that will guide the search.
- 02
Map the market
Identify relevant organisations, functions and adjacent experience within the agreed search boundaries.
- 03
Engage & evaluate
Approach potential candidates discreetly and explore their experience, motivation and fit against the brief.
- 04
Support the decision
Coordinate shortlisted interviews, feedback and offer discussions. Your business retains the final appointment decision.
04 / SPECIALIST CONTEXT
Leadership grounded
in your industry.
Our sector focus brings the search back to the work: logistics, freight forwarding, shipping, supply chain, global trade, commodities, recycling and industrial businesses.
Operations LeadershipCommercial & Sales LeadershipBranch & Business ManagementSupply Chain LeadershipProcurement LeadershipFinance LeadershipHR Leadership
Explore our specialist markets 05 / USEFUL QUESTIONS
Before we begin.
When is a leadership search appropriate?
When a role carries substantial responsibility for a team, function or business direction and needs a defined search approach. The right scope depends on the appointment, not simply its title.
Explore permanent recruitmentHow is a sensitive appointment handled?
Before outreach, agree who may know about the search, whether the employer can be named and what information may be shared. These boundaries guide candidate engagement and communication as the assignment progresses.
What should we prepare for the first discussion?
Bring the role’s mandate, reporting structure, team context, key priorities, compensation parameters and intended timing. Flag any sensitive circumstances or additional assessment needs so they can be considered in the agreed scope.
LET’S MOVE FORWARD