Executive search, leadership and executive talent.

Before mapping the market, agree on the expected outcomes, the executive’s decision-making responsibilities and the business conditions. A useful profile separates essential experience from preferences that may unnecessarily narrow the talent pool.

Regional searches also require clarity on mobility, language and local market knowledge. A consistent assessment compares evidence relevant to the mandate alongside career history.

Direct search begins by identifying organizations and professionals aligned with the profile. Outreach does not depend solely on responses to a job advertisement.

The process combines research, professional relationships and assessment. The method should reflect the role’s importance, talent availability and the need for discretion.

Succession, restructuring or the creation of a strategic function may require particular discretion. Agreeing who receives information, and when, helps manage communication.

Confidentiality should extend throughout the process: the initial brief, candidate outreach, interviews and references. The information shared is agreed according to each stage and situation.