Our People

For me, a key benefit of working in search is that, because I’m working on an exclusive basis, I never have to fight to balance time with reward. And the work is much more fulfilling – clients at the highest level entrust you with appointments that are central to their goals.

In any given day, I could be dealing with a chief executive role, then something much more highly specialised – such as a director of palliative care in an NHS trust, or an operations director for a charity. I’m not confined to a prescribed geographical location or skill set.

The selection methodology we use allows me to switch between different disciplines with ease – although on many occasions, I’m looking for generic transferable skills from a variety of backgrounds. Many of the public sector organisations I deal with have a modernisation agenda, and they recognise they need to bring people in from outside public services – so having a capable research team is vital.

Our powerful assessment capability is critical when dealing with multiple stakeholders – as is frequently the case in public services. Each person involved may have different ideas, opinions, expectations and aspirations. Intelligent use of assessment tools and techniques means we can arrive at a consensus, resulting in much more focus as the exercise draws to a close. Without that consensus, everyone maintains their individual perspective, which can easily derail the process after a lot of effort has been invested. So the assessment team are highly valued.

Being able to offer post-appointment coaching service is a great add-on. Particularly when candidates are moving from one sector to another, there are many, quite complex cultural assimilation issues to be tackled. Clients and candidates are incredibly receptive to that kind of support.