Recruitment Search
What I do
I find People & Culture professionals for organisations that need the right person, not just a person. I run every search myself, end to end: the brief, the market map, the approach, the assessment, the shortlist and the offer. You deal with me from the first conversation to the accepted offer.
Who I do it for
Organisations of around 500 to 5,000 people with an in-house People & Culture function. My clients are usually the CPO or CHRO building their team, or the CEO appointing their most senior P&C leader.
I recruit Chief People Officers, P&C Directors, Heads of, Talent Acquisition Leaders and specialists who sit in Centres of Excellence as well as HR Business Partners.
How I search
I start with your business, not the role description: what your P&C function is carrying, where the organisation is heading, and what this appointment has to change. Then I take you to P&C professionals you won't reach through an ad or a database — people who take my call because they trust me with their careers. Every candidate is matched on what they want as well as what you need.
If the brief is holding you back, I'll tell you — and show you what's possible instead.
Why pick me
I only do People & Culture. Your role isn't one brief among finance, sales and IT. Every conversation I have is in your function.
I know this market personally. Thirty years, hundreds of P&C executives placed, more than 30,000 career conversations. Many of the people you want to reach already know me.
You get me, start to finish. There's no hand-off to a junior consultant after the pitch. The person who takes your brief runs your search.
You get the truth. If the brief, the package or the market won't get you the person you need, you'll hear it early — along with what will.
What you can expect
A brief built on context. Where the function is now, where the business is heading, and what this role has to carry.
Capability over surface signals. Candidates are assessed on capability and judgement — not age, tenure or pedigree.
Candour before comfort. If the market, the package or the brief won't get you the person you need, you'll hear it early.
Confidence kept. What's said in the room stays in the room, on both sides of the table.
Every applicant hears back. Every one.
The record
Hundreds of People & Culture executives placed — including a business partner who went on to become a Chief People Officer
SEEK People's Choice Award — nominated privately by a job seeker, judged by an independent panel
If you work in P&C
Senior P&C professionals call me before they go to market. If you're thinking about what's next — even quietly — let's have that conversation. It stays between us.
