Services

Three disciplines, one standard of care.

Whether we are appointing a chair, building a finance function or advising on succession, the same partners, the same research and the same rigour stand behind the work.

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01Executive Search

The appointments that define an organisation.

The discipline the firm was founded on. We lead retained searches for chief executives, chairs, non-executive directors and the senior executive team, for listed companies, private equity sponsors, family-owned groups and public institutions. Every search is led by a partner, supported by an in-house research team, and conducted with complete discretion.

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02Specialist Recruitment

Senior specialists, precisely matched.

For the roles beneath the executive committee that make or break a strategy: heads of function, divisional leaders and senior specialists. We combine the research discipline of executive search with the pace that these appointments require, working within defined practice areas that we study closely.

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03Leadership Consulting

Building leadership that lasts.

Our consulting practice helps boards and owners understand the leadership they have, and build the leadership they will need. Led by our partners, working with accredited assessment specialists where appropriate, we advise on executive assessment, CEO succession, board effectiveness and the integration of new leaders after a transaction.

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How we work

Four stages, never rushed.

Our method is simple to describe and demanding to practise. We follow it on every mandate, whether the role is a chair or a head of function.

  1. 01

    Discover

    We begin by listening.

    Weeks, not hours, with the chair, the board and the executive team. We learn the strategy, the culture and the unspoken questions, then write a brief that is honest about what the role really demands.

  2. 02

    Map

    A complete view of the market.

    Our research team maps every credible candidate, not only those who are visible or available. You see the full landscape, including the people we recommend you do not meet, and why.

  3. 03

    Assess

    Evidence over impression.

    Structured interviews, deep referencing and, where useful, psychometric assessment led by our occupational psychologists. We test for judgement and character as rigorously as for track record.

  4. 04

    Integrate

    The appointment is the beginning.

    We stay close for the first eighteen months: onboarding plans, check-ins with the board and the new leader, and candid counsel if something needs attention early.

Begin

Begin a confidential conversation.

Tell us about the appointment you are considering. A partner will respond personally, usually within one working day.

Engage us
or write to enquiries@avierpartners.com