Resilience.
Trust.
Opportunity.
We have a large, loyal and knowledgeable network of contacts and friends across the financial services industry, many of whom have been in touch with our firm for three decades or more, assisting us in achieving exceptional results for our clients. We are well-known as the go-to specialist GRC search boutique, and our access to talent directly and via recommendations from our network is unrivalled.
We maintain a database of more than 50,000 established and emerging GRC leaders operating within the financial services industry and related sectors. We maintain our position and access to top talent not only through the execution of senior industry mandates, but also through regular company events, a company book club, and our active involvement and collaboration with other professional bodies and industry initiatives. Women On Boards, The Diversity Project, Investment2020, Change the Race : Ratio, and NEDs in FS are just a few of the organisations with whom we interact, collaborate and co-host industry events.
We execute all assignments through a tried-and-tested retained search process, which provides full visibility of the relevant talent market at the outset of every hire, and which enables context rich discussions and decision making around the most suitable profiles for consideration against each mandate. This research-driven approach ensures we are detailed and thorough and enables diversity data analysis to form a key aspect of our thinking from the very start of a process.
Searches unfold in the following three stages – Longlisting, Shortlisting and Completion – building momentum, maintaining engagement, and involving context-rich reporting designed to inform stakeholders up to board-level.
After a total of approximately five weeks of research, engagement, and assessment of suitable candidates, we present a shortlist of 5-10 detailed profiles for you to consider.
These candidate profiles will include CVs, a detailed outline of career history and current positions in their portfolio, plus our insightful on their skills, experience, character traits, and suitability for this role.
We are highly experienced at involving and assessing internal / internally referred candidates in our search processes and always aim for related outcomes to be constructive, whether an internal candidate is successful or not.