Our Network & Our Process

Assisting us in achieving exceptional results, we have a large, loyal and knowledgeable network of contacts, many of whom have been in touch with our firm for three decades or more.

We have a specialist company database of 50,000+ emerging and established GRC professionals 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 are well-known as a brand and as individuals in the marketplace, and our access to talent directly and via recommendations from our network is unrivalled.

Our Network

We have a tried and tested 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 based approach ensures we are detailed and thorough, leaving no stone unturned in our search. It also enables diversity data analysis to form a key aspect of our thinking from the very start of a process.

Timescales vary from project to project depending on the urgency or otherwise surrounding a hire. Typically, we design a search, whether at executive or board level, around the following stages, and seek to keep momentum and engagement levels high through an iterative and well-informed process.

Our Process

Weeks One to Three:

Research, Engagement & Longlisting Phase

Based on our briefing and any further information provided, we produce a detailed role brief integrating the formal role description and our commentary for your approval. This is shared on a selective basis with interested and relevant candidates.

We commence an in-depth research and networking phase covering the relevant leadership population, aimed at identifying a substantial set of potentially suitable individuals in possession of relevant levels of functional expertise and industry experience.

The findings of this research phase are compiled into a detailed and professionally designed ‘Market Overview and Longlist’ report for circulation amongst senior stakeholders as required.

We lead a meeting to discuss our findings, including especially notable profiles in the market, significant recent people moves, hiring trends on display, compensation data points and other observations.

Weeks Four to Six:

Shortlisting and Candidate Presentation Phase

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.

SHORTLIST PRESENTATION

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.

CANDIDATE REPORTING

INTERNAL / INTERNALLY REFERRED CANDIDATES

Weeks Seven to completion:

Completion and Onboarding Phase

Subject to any further assessment required, we then manage the interview process and recruitment activity through to successful completion.

This will include continuing to identify, assess and introduce additional ideas for consideration. This continuous activity should ensure a flow of suitable candidates for consideration as required, to ensure that the shortlist remains geared towards successful completion.

We will also provide continuous management information to you in order to maintain the structure of our approach, and your awareness thereof. This will include detailed diversity analysis and MI on candidate availability / competition in the market for hiring such talent.

Latterly, we will broker the offer negotiation process for the successful candidate, advising both sides in order to ensure satisfactory outcomes for all parties.

Resilience.

Trust.

Opportunity.