Choose the right search model.
Start with the business, the capabilities it needs and where it is heading. Then choose the right search approach.
Executive Search
For leadership appointments where the consequences reach across the business. We align the brief with senior stakeholders and bring technical, commercial and leadership judgement to the decision.
Retained Search
For senior, specialist and confidential appointments where a title does not tell the whole story. Dedicated search combines technical understanding, market intelligence and assessment in the context of your business.
Contingent Search
We consider contingent assignments selectively when the brief is clear, the candidate market is accessible and the client can lead assessment. Retained and executive search remain our core focus.
Retained and executive search, grounded in your business.
Our focus is mid-senior through executive appointments in mining and renewable energy. The approach follows the capability you need, the talent market and the consequences of the appointment, not a salary band.
Hire for where the business is going.
A job description is a starting point. We ask what the business needs today, what will change over the next 12 to 24 months, and which capabilities will matter then.
That may mean challenging the brief, reshaping responsibilities or recommending a different sequence of hires before the search begins.
- 01
Understand the business
We start with the company's stage, strategy and operating realities. A growing explorer, a developer and an established producer can need very different people under the same title.
- 02
Plan for the next stage
We consider the capabilities the business will need next, what can be developed internally and what the new hire must bring. The appointment should support growth, not just fill today's gap.
- 03
Challenge the brief
Technical and commercial understanding helps us test whether the role is coherent and achievable. We may recommend changing its scope, seniority or responsibilities, or making appointments in a different order.
- 04
Test against the market
Live conversations and specialist networks inform our advice on candidate availability and compensation. If the wish list and budget do not align, we explain the trade-offs before committing to a search.
- 05
Build the right capability
We shape the search around the agreed business need, whether that means a scarce technical specialist, a growing leadership team or foundational hires in a new country. Where useful, we introduce trusted professional-services advisers.
Start with three questions about the mandate.
We'll match the model to the mandate's complexity, scarcity and assessment needs.
Senior-led from mandate to appointment.
The senior team leads every mandate from role definition through appointment.
See our process- 01Mining-sector judgement
- 02Full-market coverage
- 03Evidence-based assessment
Use our industry experts to hire yours.
Tell us about the mandate. We will help refine the brief and recommend the right search model.