A search process built around the whole market, not the available market.
For senior and business-critical appointments, Charles Griffiths Executive Search combines rigorous market mapping, discreet direct approach and founder-led assessment to identify the strongest relevant leaders.
From business problem to appointment.
Every search begins with the organisational context, not a recycled job description.
Brief & calibration
Define the mandate, reporting line, leadership context, critical outcomes, must-have experience, compensation and practical constraints. We challenge unrealistic assumptions early.
Market mapping
Build a target universe across relevant companies, adjacent talent pools and geographies. The objective is to understand who exists before deciding who should be approached.
Direct approach & assessment
Engage passive and active leaders discreetly, assess fit against the agreed brief and surface market feedback that may sharpen the search.
Shortlist & decision support
Present a considered shortlist with clear assessment notes and support the client through interviews, referencing and decision-making. A 28-day shortlist target can be agreed where the brief and market make it realistic.
Close & onboarding
Manage offer, notice period, counter-offer risk and communication through acceptance and onboarding.
Talent mapping can stand alone.
Not every organisation is ready to launch a search. We can map a leadership market before a vacancy exists, giving boards and leadership teams evidence on talent availability, competitor structures and likely compensation before committing to a hire.
This can support succession planning, new-market entry, organisational design and confidential replacement scenarios.
A confidential discussion, directly with Sacha.
Discuss a leadership search, market-mapping project or senior interim requirement in complete confidence.