Global Talent Hub: Executive Search
Great organizations are built by exceptional people.
How do organizations find the people who will shape their future? Not by filling a vacancy, but by identifying the judgment, character, and direction a business will need long before it knows it needs them.
Talk to usDiagram 001: Leadership pathways
Many paths in. One leader out.
We don't run a single track from job description to hire. We open the aperture wide, market, networks, adjacent industries, then narrow deliberately, at each waypoint, until every path leads to the same person.
Sourced and evaluated with
Before the search
Understanding the role before beginning the search
Most searches start with a job description. The right ones start with a business problem that a person, not a posting, is meant to solve.
We ask what the business will need this leader to be true for, not just what the last one did.
We separate the role on paper from the mandate the business actually needs executed.
We define success before we define the candidate profile.
Method
Executive search as relationship building
The leaders worth placing are rarely looking. They're known to us long before a mandate exists, through years of conversation, not a database query the week a role opens. A search that starts from a cold list starts from a disadvantage.
Assessment
Assessment beyond experience and qualifications
A record of past titles tells you what someone was permitted to do. It rarely tells you how they'll decide when no one hands them the answer.
Titles held
Judgment under ambiguity
Years of tenure
How they make decisions with incomplete information
Company logos
How they behave when a plan fails
Reported outcomes
What they take responsibility for
Fit
Cultural and strategic alignment
Fit isn't measured against where a company has been, its existing habits, its comfortable patterns. It's measured against where the company is trying to go, which is a different, harder question, and the one that actually predicts whether a leader lasts.
Philosophy
Building organizations through people
An organization is not its strategy document. It's the accumulated judgment of everyone deciding on its behalf, starting at the top. Place the right leader and you don't just fill a seat, you change what the whole structure beneath it is capable of.
How the search runs
From mandate to a leader in place
Most searches complete within twelve weeks, though the timeline flexes with how specialized the mandate is.
Mandate Definition
Weeks 1–2The role, the business problem behind it, and what success actually looks like, agreed before sourcing starts.
Market Mapping & Outreach
Weeks 2–6Candidates identified through existing relationships and targeted search, not a database keyword match.
Evaluation & Shortlist
Weeks 6–9Structured assessment against the mandate, narrowed to a shortlist presented with the reasoning behind it.
Close & Onboarding Support
Weeks 9–12Offer negotiation and a structured first-90-days plan, so the placement is set up to last.
One practice, five disciplines
Global Connect Hub doesn't hire people for you. It builds the capability that outlasts any single hire.
Before you commit
Questions worth answering before we start.
How long does an executive search take?
Most searches complete within twelve weeks from mandate to close, though highly specialized or niche roles can extend that timeline. You'll get a realistic estimate once the mandate is defined.
How is this priced?
Executive search is typically priced as a percentage of the role's total first-year compensation, agreed upfront as part of the mandate. There are no surprises once the search begins.
Can you search across multiple countries or regions?
Yes. Searches draw on relationships and market knowledge specific to each region, so candidates are sourced and evaluated within the context of the market they actually operate in.
What if the placement doesn't work out?
Most engagements include a replacement guarantee within a defined window after placement. The specifics are agreed as part of the mandate, before the search begins.
Do you only search from a existing candidate database?
No. The strongest candidates for a leadership role are rarely already looking, so most of the search draws on direct outreach and existing relationships, not a passive database.
How involved will our team be in the process?
As involved as the mandate requires. Typically that means alignment on the mandate upfront, review at the shortlist stage, and final interviews, not day-to-day sourcing decisions.
Still have a question specific to your search?
Ask us directlyFind the leader who will shape what comes next.
If your organization is facing a decision about who leads it next, we'd value a conversation about where you're headed before we talk about who fits.
Let's talk