Before you search,
re:find.
We help Boards, CEOs and People leaders make better decisions about leadership: from organisation and role design through to succession, assessment, benchmarking and executive search.
Sometimes the right answer is a search. Sometimes it isn't.
Clearer perspective. Better people decisions.
Define. Assess. Find.
We combine independent advice, market intelligence, assessment and executive search so you can make the right decision about your leadership team, in that order.
DefineWhat do you actually need?
We help you get clear on the organisation, the roles and the capability required before anyone writes a job description.
Explore advisory →
AssessDo you already have it?
An independent view of existing and potential leadership capability, tested against the role and the external market.
Explore assessment →
FindWhat's missing?
Where you need to appoint externally, we find it. Five fully assessed candidates. Six weeks to shortlist. Fixed fee.
Explore executive search →Two leadership roles. One external hire.
A defence business needed a Commercial Director and a Head of Bids to build a new bid capability. We mapped the market for both. The Commercial Director came from outside. The Head of Bids was already in the building: we benchmarked the internal candidate against the external shortlist and the Board appointed with evidence rather than hope.
Read the case study →“Finding trusted recruitment partners is an increasingly difficult challenge in a fragmented and ultra-competitive market. James at re:find has always provided an honest and open service on all the roles we have engaged on. He is always transparent about his process and capabilities to source the right candidates. He takes the time to really understand what we look for and over time has built a strong knowledge of our business practices and culture. I would strongly recommend his services for mid to senior HR appointments.”
Head of Resourcing, FTSE100 housebuilder
Questions worth asking before you hire.
Short, practical pieces from James and Carl on succession, assessment, search fees and when not to run a search at all.
- How to build a leadership talent pipeline before you have a vacancyBuild a leadership talent pipeline around critical roles, internal options and useful external relationships before a vacancy puts you under pressure.
- Your succession plan has names in it but could any of them do the jobTest whether your named successors can do the future role, identify the evidence you need and turn readiness judgements into practical development.
- How to interview a senior leader when everyone on the panel wants something differentAgree executive interview criteria, divide the assessment and resolve panel disagreements using evidence. Includes an illustrative interview scorecard.