The organisation and the leadership your strategy demands.

Organisational diagnostic

Structure, scope of roles, criticality of positions, capabilities in place and breaking points — all read against what the business plan requires. Presented to the executive committee, and closed with a decision rather than a report.

• The gap between the current organisation and your trajectory
• For every critical role: hold, strengthen or replace
• A costed sequence of the moves to make

Independent recommendation It follows the analysis, and nothing else. Sometimes it concludes that the answer is already inside the company.

Transitions & restructuring

Executing the chosen route and landing it for real: anticipating resistance, protecting operational continuity, keeping alternatives open to the end.

• Redesign of roles, scope and internal mobility
• Assessment of senior leaders and management alignment
• Steering critical transitions — interim management, senior outplacement

Executive Search

Commercial decision-makers and executive committee members. Retained, direct-approach search: I go after leaders who are in post and not looking.

• Direct approach to leaders in post — first profiles within fifteen days
• Assessment built in: beyond the CV, execution capability and commercial judgement — read by someone who has held these roles
• Support throughout the onboarding period

Direct mandate If your brief is already defined, the search starts without a prior diagnostic.