The return on investment we provide is outperforming our competitors and the market, as our clients continue to look to us for the transformative value that has been lacking across their executive search and talent leadership strategies for years.

Partnering from start to scale up, was our journey with this industry disruptor. Being able to work with the CEO, connecting him to talent as part of his succession strategy has been exciting. Knowing that our candidates have a unique opportunity to meet this wonderful leader, whilst building thoughtful relationships, was the transformative outcome we delivered.

Louis, Chief Operating Officer

Challenging the mindset of this retailer, after them having several bad experiences with another search firm was what we needed to do. Knowing they had invested time, money and resources, we quickly mobilised a talent mapping search.  Alongside, delivering a session with their leadership team to build their “connection confidence” and ignite their excitement in talent.

Neil, Chief Executive Officer

Having realigned their working pattern, our client was now able to offer flexible working patterns and reached out to us. Using both our candidate returners database and our supportive hiring method, we were able to quickly provide them with 5 highly skilled female candidates, those who were able to support the global footprint of their 18-month leadership strategy, with all in situ and performing well.

 Alexis CPO, Fashion Retailer, Global

A matrix organisation with a global footprint, reached out to us to help them fill their newly created commercial director role. We set about understanding the business model, it’s customer, workforce and stakeholders, to gain an insight into it’s strategic priorities and cultural alignment. This deep dive enabled us to identify previous hiring blind spots, onboarding challenges and create a robust succession planning framework, to act as career pathway for the incumbent.

Aron, Luxury Beauty Retailer, UK 

Our client reached out to us as they wanted to bolster their inhouse OD team and move away form a contractor model. Having tried to recruit directly for this role for over a year we set about researching the candidate market, so that we were able to understand the challenges, identify potential talent and create a shortlist. Very quicky we were able to have engaging conversations both with UK and South Asian candidates, with interviews in pipeline 8 weeks later. A successful executive level facilitated session, offer and accepted.