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Stepping stones across still water

How We Work

Four defining steps. A whole lot in between.

Every search is tailored to the business. Every candidate approach is made by the consultant leading it — never outsourced to a researcher. Because the best search outcomes are built on trust.

Man in a white patterned shirt sitting at a black table, engaging in conversation with a woman in a black jacket, near a window with green plants visible outside and indoor plants beside them.
01

Immerse & Discover

We invest time with all key stakeholders to fully understand and align on the shape, scope and objectives of the opportunity before we go to market.

What this involves
If we don’t already know you, we want to. We spend time with your team to fully understand your vision, culture, ways of working and what makes the business tick.
We get to know the senior leadership team, what success looks like and the key objectives behind the appointment.
Before we approach the market, we align on the ideal profile, target brands and core selection criteria. Agreeing not just on the who but as importantly the why.
We set a realistic timeline from search through to onboarding — no over-promising, just honest planning.
We benchmark the role and salary against the market and competitors, helping shape a compelling package and candidate proposition that will attract and excite the right talent.
02

Approach & Engage

We combine our actively managed talent network with market mapping, direct outreach and referrals through our customer, adviser and investor contacts, personally engaging with every candidate.

What this involves
We go wide, mapping the market and building a strong longlist using our networks for referrals, recommendations and direct approaches.
Interview and assess every candidate personally against the agreed criteria — no one makes the longlist without us meeting them first.
Run weekly update calls with you throughout, sharing progress, insights and candidate feedback, and any challenges as they arise.
Present a longlist and recommended shortlist with full supporting reports on every candidate.
03

Assess & Shortlist

We assess against agreed criteria, while considering cultural fit, future potential and the capabilities required to support brand growth. We also look beyond the obvious, introducing talent that may bring a different perspective and unlock significant value.

What this involves
Every shortlist candidate has been personally interviewed by us, no exceptions.
We write detailed candidate reports covering history, achievements, salary expectations and overall fit.
Submit the final shortlist against the agreed selection criteria.
Facilitate informal discovery conversations where appropriate, helping to engage passive candidates and secure access to the strongest talent in the market.
04

Offer, Onboard & Beyond

We manage the offer, the notice period and the onboarding — then stay in touch well beyond day one.

What this involves
We advise on building the offer and manage the negotiation between both parties, conducting thorough reference checks.
Support the candidate through their resignation and notice period — it can be a nervy time, and we’re there for it.
Run a campaign review capturing learnings, sharing market intelligence, and making sure the process worked as well as it could.
Keep in regular contact with both client and candidate through onboarding, the early stages of employment, and beyond.

Typical timelines

A realistic timeline, honestly planned.

Where we can, we work to an agreed timeline for each assignment, typically over a 6+ week period, depending on the nuances of the role.

Weeks 1–3

Candidate identification, approach and interviews.

Week 4+

Shortlist presentation, client interviews, offer management.

Weeks 6–8

Post-offer acceptance confirmed, start date agreed, campaign review.

Ready to start a search?

No obligation, just knowledge and insight sharing.

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