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Executive search

Retained, research-led and confidential search for leadership appointments.

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Leadership hires in fintech are rarely won by advertising. The strongest candidates are performing well elsewhere, are not in any database as available, and will only engage in a confidential conversation.

Executive search is retained because the work is front-loaded: original research, mapping the market and approaching people who are not looking.

How it works

  1. Scoping

    We agree the mandate with the board or hiring executive — remit, success measures for the first year, compensation structure and any confidentiality constraints.

  2. Original research

    We build the market map from scratch for each mandate: the companies, the teams, and the individuals doing the job now. You receive the research, not just the outcome.

  3. Confidential approach

    Discreet direct approaches, handled so that neither your search nor a candidate's interest becomes public.

  4. Assessment

    Structured interviews against the mandate, with written assessment for each candidate presented.

  5. Referencing and close

    Referencing, offer structuring and onboarding support. For regulated appointments we plan around approval timelines from the outset.

Commercial model

  • Retained and exclusive, invoiced in stages across the mandate.
  • Delivered against an agreed timeline with scheduled progress reporting.
  • Handled confidentially, including replacement searches for an incumbent still in post.

Fees are quoted per engagement rather than published, because they vary with scarcity, seniority and market. You will have them in writing before any work starts.

Frequently asked

Which roles do you handle as executive search?
CEO, CTO, COO, CPO, CRO, VP Engineering, Head of Payments, Head of Compliance, MLRO at senior level, Country Manager, Regional Director and Managing Director appointments.
Can you run a confidential search to replace someone still in the role?
Yes. Confidential replacement searches are a standard part of executive search. We manage the process so the incumbent, the wider team and the market are not alerted.
Why is executive search retained rather than contingency?
The research is the product. Mapping a leadership market properly takes weeks of work before any candidate is approached, and that only happens under a retained mandate.

Hiring a role that generalist recruiters keep getting wrong?

Send us the brief. We will tell you honestly whether we are the right people for it, what the market looks like, and what it will take to hire.

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