Twelve senior practice areas across the C-suite, VP layer and independent board seats.
New-CEO searches for founder-led, PE-backed and public companies. Operator, scale-up, growth and turnaround CEO profiles across SaaS, industrial and services.
CFO searches from Series B through public-company scale. PE portfolio CFOs, IPO-ready CFOs, transaction-experienced CFOs and turnaround CFOs.
Sales-led growth CROs, founder-to-professional-CRO transitions, mid-market through enterprise run-rates, land-and-expand and category-creating businesses.
COO searches for scale-up, hyper-growth and turnaround contexts. Industrial, SaaS, healthcare, professional services and PE portfolio operating models.
CTOs for SaaS scale-ups, fintech, healthtech and software-enabled services. Build-vs-buy strategists, platform re-architects and AI-native product CTOs.
CPO and CHRO searches for scale-up, PE portfolio and Series-A-to-IPO cohorts. Culture-forward, comp-fluent, integration-experienced.
CMOs and heads of marketing for B2B SaaS, healthtech, fintech and category-defining consumer brands. Demand-gen, brand and product marketing leadership.
Heads and VPs of engineering, product and platform for Series B through public-company scale. Head-count from 20 to 500-plus engineering organisations.
VPs of sales, heads of new business, heads of customer success, VPs of revenue operations and heads of enterprise for scale-up SaaS, fintech and services.
Independent directors, audit-committee chairs, remuneration-committee chairs and PE-backed board appointments. Founder-to-professional-board transitions.
Operating-partner-led searches across PE portfolio companies, aligned to the value-creation plan. Executive appointments timed to the 100-day plan and value-inflection milestones.
General counsel, chief legal officer, chief compliance officer and heads of legal for regulated industries, high-growth SaaS and public-company transitions.
The practice area shapes the sourcing lens and the interview cadence. The workflow stays consistent across every mandate: a written engagement letter, a scoped long list, a calibrated shortlist and end-to-end offer support. Partner-led throughout.
A 90-minute working session with the hiring stakeholders to capture the role, the business stage, the operating-cadence expectations, the comp band, the equity envelope and the success metrics. Engagement letter and scope document follow.
Partner-led approach to 40 to 80 long-list candidates over the first four to six weeks. Written progress updates on a fortnightly cadence. Shortlist calibration session with stakeholders at day 30.
Three to five candidates presented by day 90, contractually committed. Each candidate accompanied by our written notes, the sourcing lens applied, and a ranked recommendation. NDA on file before any introduction.
Reference and back-channel checks, final-stage interview management, offer structuring including base, bonus, equity, vesting, acceleration and change-of-control negotiation, and onboarding support through day 90.
Roles below the director layer, or roles that would be better served by a contingent desk. We will refer you to a peer firm with pleasure. The retained partner-led model is best deployed on senior appointments where discretion, calibration depth and a written commitment materially outperform the transactional alternative.