Method
Headhunting is not recruiting. It is a different profession.
Recruiters manage applicants. Headhunters create opportunities. Recruitment begins with people looking for a job. Executive Search begins with people who are not.
Our Philosophy
WIN³
Every successful search creates three simultaneous wins. If a decision only serves one party, it is the wrong decision.
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The client wins
By hiring the right leader: the right profile, aligned with culture and ambition.
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The executive wins
By making the right career move: one coherent with their trajectory, not just their next title.
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XPR-IT wins
Only if the first two succeed. If one party loses, everyone loses.
Search Process
The grid comes before the search.
A title tells you little. Before we approach a single executive, we build the exact set of skills the role demands, in this context, and agree it with the client. Five phases, always in this order.
- 01
Scope the role
Twelve months in, what decisions will this person actually make, and against what constraints specific to this organisation. Two titles can describe two unrelated jobs.
- 02
Build the skill grid
The mission breaks into four families: technical expertise, domain knowledge, leadership, and adaptability. Adaptability carries growing weight, since a role changes faster than its title does.
- 03
Choose the assessment method
Each family is verified differently. Leadership needs a structured conversation and references. A technical skill needs a scenario built for this environment, sometimes calibrated with AI, always run live.
- 04
Client signs off
The grid and the assessment method are agreed with the client before we approach anyone. This is the point a search becomes decision-ready, not a promise of access.
- 05
Search against the grid
Every approach, every conversation, every professional we present is measured against the same grid. Line by line, not by impression.
Executive Assessment
Calibrated by AI. Run by a Partner.
A Partner is not always the deepest technical expert in a mission's domain. For technical roles, we use AI to build a scenario calibrated to the client's real environment, reviewed with the client's own technical lead before it is used on a single executive.
The scenario is never a written test.
It is always run live, by the Partner leading the mission. What we assess is judgement under follow up questions, not a finished answer. If AI can write the scenario, the same logic applies to a response prepared in advance. The reasoning has to hold up in the room.
AI-powered. Human-driven.
AI executes. Partners decide.
AI automates research, sourcing and administration. None of these activities alone creates value. Value comes from combining artificial intelligence with human judgement: trust, influence and executive conversations are never automated.