The leaders who will run engineering and operations next.
Leadership hiring and succession planning for critical technical and operational roles. Confidential, retained, and run by a senior consultant from end to end.
Hiring critical leaders for technical and operational businesses.
We help technical and industrial businesses appoint the leaders who will run their engineering and operations functions — and plan ahead for those appointments through structured succession work alongside day-to-day hiring.
- Head of Engineering
- Technical Director
- Chief Engineer
- VP Engineering
- Operations Director
- Plant Manager
- Head of Manufacturing
- Chief Operating Officer (technical businesses)
A retained search, run with care.
A four-stage process with clear deliverables at each step. Timelines are indicative — every search is shaped to the brief.
- 01Weeks 1–2
Mandate
Working sessions to define the role, the success measures, and the realistic profile. Often the most valuable part of the engagement.
- 02Weeks 2–4
Map
A targeted long-list built from primary research — companies, structures, and individuals, not job-board recycling.
- 03Weeks 3–6
Engage
Discreet outreach, structured interviews, and a calibrated shortlist with detailed candidate reports.
- 04Months 3–12
Onboard & succeed
Offer management, structured onboarding support, and a 90-day and 12-month review with both sides.
Three principles, applied every time.
Confidential by default
Most leadership searches are confidential, both ways. We protect the brief and the candidate equally — and we do not advertise the role.
Senior throughout
One senior consultant runs the engagement end to end. The person briefing you is the person doing the work.
Honest assessment
Detailed candidate reports cover strengths, risks, and motivation — not just 'why they're great'. You make the call on real information.
If you're thinking about your next senior hire — or your succession plan.
A short, confidential call. No obligation, no follow-up unless you want it.