Understand the mandate.
Then find the leader.
A tailored search starts with a clear picture of the work ahead. We connect organizational context, sector understanding, and a considered approach to senior talent.
Your context sets the course.
A growth mandate calls for different leadership than a succession, a turnaround, or a new strategic direction. We work with you to define the assignment before shaping the search.
The scope, responsibilities, timeline, fees, and communication expectations are agreed at the outset. The engagement is built around the role and the support your organization needs.
A considered path to a senior hire.
The following framework guides the conversation. The final scope is tailored to each assignment.
- 01
Define the leadership challenge.
Clarify the role’s purpose, reporting relationships, organizational priorities, and measures of success. Identify the capabilities that are essential—and the assumptions worth revisiting.
- 02
Map the relevant talent.
Identify the organizations, disciplines, and adjacent sectors where relevant leadership experience may be found. Develop a focused search direction rather than relying on a title alone.
- 03
Engage people with a credible story.
Explain the opportunity clearly: why the role matters, what the organization is trying to achieve, and what the successful candidate will have the opportunity to influence.
- 04
Assess against the mandate.
Explore relevant experience, leadership judgement, motivation, and the ability to work with the organization’s stakeholders. Frame candidate discussions around agreed criteria and evidence.
- 05
Support an informed appointment.
Help you compare candidates and consider the tradeoffs. Agree the support required for interviews, references, and the appointment process as part of the engagement.
Ask what the leader can make possible.
Qualifications open the conversation. Understanding how someone thinks, leads, and builds trust helps you make the decision.
- 01Can they turn strategy into organizational action?
- 02Can they lead across technical, commercial, and public contexts?
- 03Can they earn trust across different interests?
- 04Can they develop people and strengthen culture?
- 05Can they adapt as the energy landscape changes?
Bring us the challenge.
We’ll shape the brief.
You do not need a finished job description to begin. A conversation about the organization and the work ahead is a useful starting point.
Where you are today, where you want to go, and what is changing.
The decisions, relationships, and outcomes this leader will be responsible for.
Your timing, internal capacity, and the recruiting support you need.
Let’s talk about your next leadership hire.
Tell us about your organization, the role, and what success needs to look like. Start with a high-level outline; please leave candidate information and sensitive details for a direct conversation.