What We Do

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A leadership gap is rarely just about one open position.

When a function is at a turning point — a team that needs direction, a business at a stage where the wrong hire sets you back further than no hire at all — the stakes are too high for a generic search.

Leadership searches fail far more often than organisations like to acknowledge. Not because the recruiter didn’t work hard, but because the brief could have been better from the start — expectations shaped by the last person in the role, rather than what the role actually needs now.

We start by deeply understanding the brief.

How we run a leadership search.

Step 1 — Brief alignment. Before we source anyone, we understand the important aspects: the team context, the reporting structure, the performance gap this hire is meant to close, and the non-negotiables you may not have articulated yet.

Step 2 — Structured market mapping. We identify the full landscape of relevant candidates — including those who are not actively looking. We go beyond the visible market.

Step 3 — Qualification and assessment. We don’t forward profiles. We interview, assess, and form a view before anything reaches you. The shortlists you receive are strong recommendations.

Step 4 — Presentation. For each shortlisted candidate, we share context: background, motivation, our read on fit, and any concerns worth discussing. We stay involved through offer stage and transition.

Best suited for:

– Organisations hiring at GM, Director, VP, or C-suite level

– Businesses entering a new growth phase, restructuring, or managing succession

– Founders and CEOs building out a senior team for the first time

– HR Heads and Business Leaders who want a thinking partner, not just a sourcing vendor

Examples of searches we’ve run.

1. Engineering Head for BESS — Listed Renewable Energy IPP, NCR

Battery Energy Storage is still an emerging segment within renewable energy, which means many experienced professionals had pivoted into BESS roles but hadn’t yet updated their profiles to reflect it. Standard searches would have missed them entirely. We built our candidate pool from first principles — mapping OEMs, project developers, and adjacent technical functions — and ultimately placed a candidate sourced directly from a leading OEM. The client now has a leader who understands both the technology and the project delivery environment.

2. Civil Engineering Lead for Wind Projects — Renewable Energy IPP, NCR

Mid-to-senior civil engineering talent in the wind sector is genuinely scarce — demand consistently outpaces supply, and most experienced professionals are already in roles and not actively looking. The client was initially reluctant to consider candidates from outside the wind sector or outside India. We presented the market reality clearly and ultimately identified a strong candidate based in the Middle East who was ready to return to India. The placement required managing both the client’s expectations and the candidate’s transition — which is often where searches succeed or fail.

3. CFO for an Online Consumer Brand — Legacy Business, Capital Raise Phase

A legacy mattress brand transitioning to gain market in a digital-first model was raising equity capital and needed a CFO who could credibly navigate that journey. The mandate was genuinely hard: the candidate pool of full-stack CAs at the right experience level is competitive, the budget was modest, and the role demanded someone comfortable with ambiguity, investor conversations, and internal transformation simultaneously. We ran a focused search, screened rigorously for the investor-facing dimension, and placed a candidate who has since led the company through its funding process.