Executive Search

Our Search and Selection Practice is forged on building strong partnerships with our clients so that we totally understand your aspirations, culture and ethos. Whether your need is complex, high volume or niche our experience in this field will lead to the successful delivery of your objectives.

Our complete focus is to offer a rigorous service supported by best-practice methodologies. We work closely with our clients to help identify their initial needs, attract and search out the best candidates on the market, undertake a thorough screening and assessment process, and provide selection advice and post-placement support and onboarding assistance.

We have an established Search and Selection practice aimed at Local Government and our knowledge of the latest trends and initiatives is second to none, our key values being:

  • To work in true partnership with our clients and candidates
  • To offer value – both financially and in the delivery of assignments
  • To act with honesty and with integrity with our fully audited quality processes
  • Provide candidates that have the relevant experience as well as being an excellent cultural fit


Throughout the entire process, our methodology sees us achieve high levels of repeat business.

Our core search and selection offering comprises of:

  • Initial screening including preparation of the job description, person specification, Salary and banding assistance, organisational review and Skill audit
  • Comprehensive Search involving Research, Database Search, Advertising and Headhunting
  • Selection– Response management, Interview, Assessment Centres, Referencing and all checks
  • Post Appointment support– On-boarding assistance
  • Reporting– agreed reporting on the progress of searches through a dedicated point of contact


Search and Selection practice is currently experiencing a ‘shake-up’ of the market with traditional suppliers increasingly relying on a diminishing network of candidates.

We are well placed to offer a new perspective:

  • Extending our Search practice to middle management layers as opposed to simply executive levels. There is a growing need for high capability operational managers to which we have developed a vast network of top performers in which to then reach.
  • Challenging existing talent pools with new approaches. We have developed a new model that bridges the gap between long and short list, this allows the best applicants who are not actively available to be considered.
  • Assessing/ developing aspirant leaders. Our search mechanisms are designed to assess and target ‘the next big thing’ ie. those that are ready for the leap.
  • Sourcing the best in class as a starting point not simply those that are available. Traditional search practices are increasingly relying on advert responses, which attracts candidates that are simply available as opposed to ‘best in class’. It is never our policy to rely on adverts, the effectiveness of our approach is that we can directly reach your target audience.


‘Headhunting’ in the true sense of the word, reaching out far and wide in ensuring a competitive shortlist. It is not unusual that we would target 150-200 applicants for a single role.