Hiring beyond existing networks
Define the experience and responsibilities a new leader needs, then assess candidates against those requirements.
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For family businesses
Recruitment and HR for family businesses.
Find specialists for hiring, leadership appointments and HR projects. Agree responsibilities and confidentiality before work starts.
Support for a defined business need
An assignment might cover a leadership search, clearer role responsibilities or improvements to HR processes. Agree which leaders make decisions and what information the specialist may share.
Choose how you work with us
Fractional: an agreed share of specialist expertise and capacity, with responsibility for defined work. Project: a defined piece of work. Embedded: a specialist working within your team.
Recruitment can also use an agreed success fee. We help you choose, then confirm the work and fees.
Define responsibilities
A sensitive leadership role
Agree who may know about the search and when information can be shared.
Building a people function
Put useful processes in place for onboarding, managers and performance conversations.
Working across group companies
Clarify which entity sponsors the work, who approves decisions and how the specialist divides their time.
Discuss and agree expectations
Agree reporting lines, decision rights and the outcomes expected from the role. If different leaders have different priorities, resolve them before asking a recruiter to assess candidates.
Use job-related evidence rather than vague ideas about personality or “fitting in”. Good questions help candidates understand the business as well as helping you understand them.
A useful first conversation
- What needs to change and why now.
- Which family and business leaders need to be involved.
- The responsibilities and decisions assigned to the new person.
- Any confidentiality requirements, deadlines and budget limits.
Common questions
Can we discuss the situation before naming the business?
Use a general description for the first enquiry. Agree confidentiality and permitted access before sharing sensitive names, employee details or documents.
Can one specialist support several companies?
That can be considered during scoping. The plan should specify each company’s needs, available time, reporting responsibilities and information boundaries.
What does your business need next?
Describe the hiring or HR work and who will be involved.
Discuss your hiring and HR needs