Solutions · 02
Leadership search for appointments that carry real consequence.
Bershaw runs retained, confidential searches for board, C-suite, vice-president, country leadership and other business-critical roles across our specialist markets.
When to use retained executive search
Retained search suits appointments where the market is narrow, the brief is confidential, the assessment must be rigorous, or the consequence of a wrong appointment is significant. It is the right model when the strongest candidates are performing well elsewhere and will only move for a well-represented, well-understood opportunity.
What the engagement includes
- Discovery and stakeholder alignment
- Success profile and assessment criteria
- Market mapping and research
- Discreet outreach and representation
- Structured assessment and calibration
- Shortlist with written rationale
- Referencing
- Offer, appointment and transition support
Functions covered
- Board and non-executive
- CEO and general management
- Finance
- Technology and engineering
- Product
- Data and AI
- Risk and compliance
- Commercial and operations
The five-stage process
A rigorous search. A clear line of sight.
- 01
Define
Align the role, outcomes, culture, market and assessment criteria.
- 02
Map
Build a focused view of relevant organisations, leaders and specialist talent.
- 03
Engage
Approach the market discreetly and represent the opportunity with credibility.
- 04
Assess
Evaluate experience, motivation, leadership impact and long-term fit.
- 05
Appoint
Manage the process through interviews, references, offer and transition support.
- More than a decade of international search experience
- ESTABLISHED 2012 More than a decade of international search experience
- Senior-level candidates placed since 2012
- 1,000+Senior-level candidates placed since 2012
- Remain with their employer for at least 12 months
- 95%Remain with their employer for at least 12 months
Inside a Bershaw search
What does a considered search look like?
A structured view of how a Bershaw mandate is defined, researched, assessed and reported.
Illustrative search framework
Mandate and business outcomes
The appointment is defined by the outcome the business needs: the objective it must deliver, the stakeholders it answers to, and the conditions under which it will be judged successful.
- Business objective behind the appointment
- Reporting line, remit and decision rights
- Commercial and operating context
The precise research, reporting and assessment structure is agreed for each mandate. No live client or candidate information is displayed.
Discuss a leadership appointment in confidence.
Tell us about the role, the stakeholders involved and the sensitivity around it. We will set out how the search would be run, with a realistic search approach and timetable.
Confidential by default. Our team will respond personally.