Executive Search consulting is the foundation of our business. We act as advisors to the boards and business leaders who we work for, becoming an extension of our clients’ organizations. Aside from our industry specialism, our key differentiation is around our service offering, which not only includes a comprehensive search, but a best-in-class executive assessment process and a coaching program that supports our placed executives through transition and beyond.
In a market for talent as competitive and dynamic as the FinTech industry, networks and relationships are everything. Our dedication to the sector ensures that we have access to unique talent pools and opportunities.
Our client portfolio is most easily categorized into three clusters which, whilst different, share very similar talent pools. The common theme is the demand for commercial business-builders who passionate about technology and innovation, who have a clear view on the future of financial services and the opportunities that presents. Our focus markets include:
- Private Equity
Operating Partners and Advisors who can sit at fund level working on strategic planning and investment due-diligence as well as with portfolio companies to drive value creation.
Partner and Managing Director hires to build and lead practices spanning the entire digital spectrum; working with financial services clients on initiatives around data, analytics, AI, robotics, Cybersecurity, Blockchain and IoT.
Digital Leadership talent for large financial institutions as well as CxO hires for growth-stage FinTech companies; typically working in partnership with their investors.
Our executive assessment process is designed to supplement interviewing and reference processes and to provide an independent view that is free of ‘group think’. We offer a level playing field which allows for external and internal candidates to be compared equitably.
In a world where executive assessment is sometimes seen as an end in its own right, our approach positions it as an integral part of a broader solution. Whether it is being used for talent acquisition, career development or leadership selection, we follow a process that starts with understanding the context, moves through the phases of executive assessment tools and finishes with detailed feedback and coaching for the individual.
A successful search process does not end on the acceptance of an offer. That period through exit of one organization into the first few months of another is critical, as the new hire integrates with their new surroundings.
Working closely with both the new hire and relevant stakeholders, we provide all our placed executives with an executive coach for a period of 6 months following the transition. Providing a forum for reflection and open dialogue, we distill candid feedback from both parties and work together towards an ongoing individual development plan.