Consulting & Executive Search
Do not replace the person before you understand the system that defeated them.
Research-informed executive search and advisory for organisations facing consequential appointments, repeated early attrition or fragile leadership integration.
The commercial problem
Most hiring failures are diagnosed too late and too narrowly.
The organisation sees a weak performer. The new hire sees a broken promise. The recruiter sees a changed mandate. Each account may be sincere. None is sufficient alone.
My work treats appointment quality as a system of truth, accountability and reciprocal exchange. That means examining the mandate, the interview narrative, the decision process, the psychological contract and the relational architecture of the first 90 days.
Advisory portfolio
Five ways to intervene
Strategic Executive Search
Mandate diagnosis, market mapping, direct approach, evidence-led assessment, stakeholder alignment, offer-risk management and integration follow-through.
Best for: C-suite, business leadership, functional heads, critical managerial, engineering and professional appointments.
Hiring System Diagnostic
A structured review of repeated hiring breakdowns across recruiter behaviour, hiring-manager decision making, candidate experience and onboarding reality.
Output: failure map, accountability reset and prioritised corrective actions.
Executive Integration Design
A pre-entry and first-90-day architecture covering sponsorship, decision rights, stakeholder mapping, expectation resets and early-friction interpretation.
Purpose: prevent “autonomy” from becoming relational abandonment.
Failed Appointment Review
Independent reconstruction of an early resignation or underperforming executive appointment through multi-stakeholder interviews and documentary analysis.
Purpose: learn without collapsing into a blame game.
Leadership Hiring Capability
Board, CEO, CHRO and hiring-manager workshops that improve mandate truth, interview evidence, mutual disclosure, P-O Fit judgement and integration accountability.
Purpose: build a repeatable organisational discipline.
Research & Advisory Collaboration
Applied inquiry, case development, qualitative research design and thought-leadership projects for institutions exploring the lived experience of work.
My diagnostic lens
Three theories. One practical question: can this relationship sustain performance?
P-O Fit
Does the environment enable this person’s capabilities, values and identity - and can the person reciprocally meet the organisation’s real demands?
Social Exchange
What obligations, signals of trust and reciprocal commitments are being created before and after entry?
Enjoyment-Performance
Will the work draw on natural preferences that sustain energy and excellence, or demand chronic performance against the grain?
The engagement process
Clarity before activity
Frame the consequential question
What must change, what is at risk, and what would count as credible success?
Gather lived evidence
Interview the parties, examine contradictions and surface the unspoken operating reality.
Diagnose the relational system
Identify the accountabilities, exchanges and contextual conditions producing the current outcome.
Intervene visibly
Convert insight into owners, behaviours, decision rules and integration architecture.
Discuss an assignment
Tell me what has become difficult to explain.
A confidential first conversation can clarify whether the need is a search, a diagnostic, an integration intervention, or a deeper review of the system.