Do you have access to this kind of talent pool?

We help you identify, assess and recruit the world's best Digital and Technology leaders


Executive Search

We believe we have a developed a very different way to partner with our clients when it come to Executive Search.

Firstly, our philosophy starts with how we recruit our own people. Our client teams are often made up of a mix of Executive Search Partners as well as ex Chief Information Officers or ex Management Consultants.  Operating together, we believe we can offer our clients an unparalleled level of expertise in finding the right technology leader for their organisation.  As well as taking a thorough role profile, we take the time to learn about your culture, the organisation dynamics and of course what makes a successful leader in your company.

In assessing overall fit, we also believe we have a unique (and different) approach.  While many other search firms use basic (and unstructured) screening techniques, we have a more scientific approach. We have developed a series of proprietary diagnostic tools designed specifically for Digital and Technology leaders, all of which integrate seamlessly with a leading (Hogan) psychometric assessment tool.  Our tools have been developed as a result of over 5000 assessments and operate under a single leadership framework made up of 9 critical leadership competencies.  Each leadership competency is underpinned by a series of behaviours that helps us assess the candidate's level of leadership experience.

Overview of Our Process

Executive Search Process - Composite

Discovery - Client pitch and market research

  • Research client (strategy, culture, market position)
  • Understand market / sector dynamics
  • Research key client executives
  • Pitch
  • Win assignment

Assignment Understanding

  • Stakeholder meetings (hiring manager/ Human resources/ Other key stakeholders)
  • Write up candidate briefing pack/job descriptions
  • Sign off final job descriptions

Mapping and Sourcing

  • Research global talent pool
  • Identify key targets and sources
  • Network and socialise roles
  • Approach candidates with opportunity
  • Qualify interest/share briefing pack


  • Follow up with prospect candidates
  • Gauge interest
  • Assess suitability and fit through tailored qualification
  • Arrange Face-to-Face interview and deep-dive assessment

Referencing and Submission

  • Conduct soft referencing
  • Conduct Psychometric testing (optional)
  • Prepare Long-list recommendations for client
  • Agree shortlist with hiring manager and human resources

Client interviews

  • Client conducts
  • 1st round interview with Line Manager
  • 2nd round interviews with peers of hiring manager, HR and candidate peers
  • 3rd round interview with CEO/Board

Offer and acceptance

  • The Digital Board collates all final references and compensation information
  • Client prepares candidate offer
  • The Digital Board presents candidate offer
  • Candidate accepts

Onboarding and integration

  • The Digital Board agrees onboarding / integration process (pre start) agree scope and 12 months objectives (optional)
  • Candidate starts

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