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The two or three hires that change the trajectory.

Board, C-suite, senior leadership and non-executive search - a long-standing strength. We place the leaders who turn an ambition into a result.

Executive search

Our point of view

What we believe about executive search

  1. Search is part of the strategy, not an afterthought. The right leader is often the difference between a plan that ships and one that stalls. We treat hiring as a strategic act.
  2. Write the spec for the company you're becoming. Most failed hires were specified for the current organisation, not the one you're building toward.
  3. Assess against the real job. We map candidates to the actual challenge ahead - transition, turnaround, scale - not a generic competency grid.
  4. Know the regional market inside-out. The handful of highly qualified individuals who can solve your problem are known to us, and we to them. That's two decades of relationships.
  5. Partner-led and discreet. Senior searches are sensitive. We run the process end to end, confidentially.

The LEAD process

L

Lock

The brief, the success profile and the action plan.
E

Explore

Exhaustive mapping and research of candidates across the market.
A

Assess

Approach and evaluate the two or three who support your objectives.
D

Deliver

Land the hire and support onboarding.

Related insights

All insights →
Article · POV

Why Romanian industrials keep hiring the wrong COO

The spec is written for the company you had, not the one you're becoming.

Sorin Roibu
Case · Energy

Strengthening leadership across the energy value chain

Senior search and assessment for national energy and resources groups.

Sorin Roibu
Article · POV

Family-business succession without breaking the family

Moving to professional management when the founder is still in the building.

Sorin Roibu

Our team

Are you a professional looking for new challenges? If you'd like to get in touch, add your profile to our confidential pool. We only make contact when a mandate genuinely fits.