What is changing?
Succession. Growth. Transformation. Expansion. Restructuring. Ownership change.
OUR APPROACH
Research with purpose. Conversations with context.
A structured search process, with the flexibility to reflect the organisation, the role and the people involved.
THE CAREER-TRIGGER METHOD
Two perspectives.
One important decision.
Successful search starts with understanding why an organisation needs a leader — and why the right leader might be ready for a move.
Explore our approachWhat comes next?
Experience. Motivation. Purpose. Readiness. The right challenge at the right moment.
FROM CONTEXT TO CONTINUITY
A considered path
through the search.
The stages provide a framework. The precise scope and responsibilities are agreed for each engagement.
Discovery and role definition
Understand the organisational trigger, stakeholder expectations and responsibilities. Agree the brief, assessment criteria and engagement terms.
Search strategy and market mapping
Define relevant organisations, functions and geographies. Explore the talent landscape and test the initial search assumptions.
Candidate identification and outreach
Identify potential candidates through structured research. Make purposeful, discreet approaches with information shared at agreed stages.
Evaluation and shortlist
Discuss relevant experience, leadership context, motivations and readiness. Present a considered shortlist with a clear rationale.
Interviews and decision support
Help structure conversations and compare candidates against agreed criteria. Support communication and feedback as the organisation makes its decision.
Offer and appointment
Support the discussion around expectations, terms and transition. Any references or checks are agreed within the mandate, with appropriate consent.
Follow-up and continuity
Maintain an agreed level of contact around the transition. Reflect on emerging questions and keep communication clear after the appointment.
A method for asking
better questions.
The Career-Trigger Method considers organisational triggers — succession, growth, transformation, expansion, restructuring or ownership change — alongside the candidate’s experience, motivations and readiness.
It is a practical way to structure research and conversations. It is not presented as a scientifically validated assessment, and it does not guarantee an appointment or its outcome.
HOW WE WORK
Four principles. Every mandate.
01 /
Independent
A considered perspective, shaped around your needs.
02 /
Research-led
A defined search strategy, beyond familiar networks.
03 /
Discreet
Careful conversations and agreed information sharing.
04 /
Direct
Founder involvement and clear communication.
YOUR NEXT LEADERSHIP DECISION
Let’s start with
a conversation.
Discuss your next leadership appointment in confidence.