Executive Search
Few names. The right one.
For the appointments that shape a company: board members, CEOs, general managers and the C-suite. One senior partner leads the search, from the first conversation through the new leader's first six months.
Recruitment End to End · Senior mandates
The decision this is for
A senior appointment commits the direction of the company, the confidence of the board and the team around the role. Executive Search is the discipline for that level: a retained mandate, direct confidential approaches, leadership assessment, 360-degree references and a focused shortlist.
- Board members and directors
- CEOs and general managers
- First-line and C-suite leaders
- Confidential successions and sensitive replacements
02 — The service
Executive Search.
Retained, partner-led search for the roles that shape a company.
Finalists, each able to do the job, so the decision can be about fit.
| Roles we search | Offices | Support | ||||
|---|---|---|---|---|---|---|
| Roles we search | CL | AR | CO | PE | EC | MX |
| BoardChairs and independent directors | Chile | Argentina | Colombia | Peru | Ecuador | Mexico |
| CEO and General ManagerCountry, cluster and regional | Chile | Argentina | Colombia | Peru | Ecuador | Mexico |
| C-suiteCFO, CHRO, COO, commercial | Chile | Argentina | Colombia | Peru | Ecuador | Mexico |
| DirectorsCommercial, finance, operations, HR | Chile | Argentina | Colombia | Peru | Ecuador | Mexico |
Coverage from our own offices; in support countries the mandate is run from the nearest regional office.
Indicative reference
One partner. Start to finish.
The partner leads the brief, candidate conversations and shortlist. The research team maps the relevant market, company by company. An executive coach works one-to-one with the leader appointed, from the signed offer through month six.
- 01
Lead partner
Runs the mandate, every candidate conversation and the finalist presentation.
- 02
Research team
Builds the target-market map and sustains the confidential approaches.
- 03
Executive coach
Supports the new leader's integration for six months.
A different discipline for senior appointments.
Executive Search combines a retained mandate, direct confidential approaches, leadership assessment, 360-degree references and a focused shortlist. Recruitment End to End supports professional and management appointments through its own recruitment process. The scope of the role determines the right approach.
Four phases. One accountable partner.
Reference milestones from the brochure: success profile in five business days, shortlist by day 45 and signed offer by day 60 from the signed mandate.
- 01DefineWhat happensAgree the role, culture, expected results at 12 and 24 months and compensation context.What you receivePosition specification and target-company list.Brochure reference timingBusiness days 1–5
- 02MapWhat happensIdentify and approach relevant executives in confidence.What you receiveMarket map of the target universe.Brochure reference timingDays 6–30
- 03AssessWhat happensIntegrate interviews, leadership assessment and 360-degree references; internal candidates are measured on the same scale.What you receiveThree finalists with written assessments.Brochure reference timingDays 26–45
- 04Close and integrateWhat happensCoordinate interviews, offer, resignation and transition; support the leader's integration.What you receiveSigned offer and integration plan, followed by coaching.Brochure reference timingDay 46 through month six
Timing is indicative from the signed mandate and confirmed at kick-off, taking account of the market and decision-maker availability. A signed offer is distinct from the start date.
Every approach, in confidence.
The first conversation describes sector, scope and level without naming your company. Once interest is established, the candidate learns the project code name, scale and challenge. Company identity is disclosed at shortlist stage under a confidentiality agreement; client interviews provide the full team, plan and package context.
- Off-limits companies are agreed in the mandate.
- Access to the assignment is restricted on a need-to-know basis.
- Nothing reaches the market before the mandate is signed.
- Senior executives are approached directly, without job adverts.
Evidence behind every finalist.
We assess track record, leadership, strategic fit, and culture and values against the agreed profile. The brochure specifies six or more references per finalist, drawn from relevant former bosses, peers, board relationships and direct reports. Findings are consolidated in a written assessment and reference report before the shortlist.
The search scorecard's four lenses are an executive decision summary. The standalone Leadership Assessment service uses its six-dimension framework; the two are not collapsed into one scoring system.
An offer built to be accepted.
We understand current remuneration, expectations and constraints early. The proposed offer is positioned against the relevant market and the client's pay structure. Notice periods, counteroffers, relocation and family considerations, and incentives left behind are addressed before they become closing risks.
Coaching for the new leader. Included.
Every Executive Search includes six months of one-to-one executive coaching and a 12-month replacement guarantee. Guarantee conditions are defined in the signed engagement.
Before day one
Stakeholder briefing
Stakeholder interviews and a written briefing for the leader.
Days 1–30
Listening plan
A listening plan and the first team meeting.
Days 31–90
Early wins
Two or three early wins agreed with the manager.
Months 4–6
Embed the transition
A 360-degree pulse in month five and a review in month six.
Why the shortlist matters
3
finalists, each able to do the job, so the decision can be about fit.
Method reference · Executive Search 2026
What your team receives
Everything the decision needs.
For the board and CEO
- Position specification
- Market map
- Weekly status report
- Finalist assessments and comparative scorecard
- 360-degree reference report
- Market-informed offer recommendation
For the new leader
- Confidential process
- Stakeholder briefing
- Integration plan agreed with the hiring manager
- Six months of executive coaching
- Month-five pulse and month-six review
Reference timing
Reference schedule
Success profile in 5 business days, shortlist by day 45 and signed offer by day 60 from the signed mandate. Indicative, confirmed at kick-off.
How we start
From first conversation to mandate.
Nothing reaches the market until the mandate is signed.
Related services
- 01Week 1
Confidential conversation
With the CEO, the board or whoever decides: the role, the context and why now. Nothing on record until you say so.
You receiveA reading of the market and of the mandate's feasibility.
- 02Week 1–2
Proposal
Scope, reference timeline, fee, search team and the guarantee and coaching terms.
You receiveA proposal to approve in one meeting.
- 03Week 2
Signed mandate
Confidentiality, off-limits companies and contact rules agreed in writing before the market is opened.
You receiveMandate, assigned team and calendar.
- 04Week 3
Success profile and kick-off
Workshop with the decision makers to agree the success profile; direct search starts the same day.
You receiveSigned profile and first market map.
Let's define the next step.
Tell us about the decision, the context and the timeline.