Appointing a strong Chief Operating Officer is one of the most consequential decisions an organisation can make. Whether it’s a planned succession, an urgent replacement, or a leadership change driven by transformation – the right choice is the difference between stagnation and sustained growth.
Odgers supports organisations across the globe in finding leaders who are the right fit for their strategic context, organisational culture and ambitions. We combine deep sector expertise with an international network and a rigorous search methodology. The result: not simply a strong candidate, but the right COO for this moment – and for the future.
Big enough to matter, small enough to care.
Odgers takes a holistic approach to COO search that goes well beyond filling a vacancy. We guide organisations through every stage of the process – from sharpening the leadership profile to supporting the incoming COO through their first months in post. Our approach is grounded in the LeaderBlueprint™: a framework that evaluates leadership across competencies, motivations and contextual fit.
That methodology unfolds across three stages: Identify, Build and Develop. This structured approach supports appointments that are durable, future-proof and built to last.
Appointing a COO is not a standard recruitment exercise – it is a strategic decision that reaches into the very heart of an organisation’s continuity and competitiveness. The right COO aligns with the culture, stage of growth and direction of the business, and is able to translate operational complexity – from supply chain and procurement to production, logistics and process optimisation – into tangible outcomes. Our approach is always bespoke, tailored to your context and challenges.
With years of experience in leadership assignments and succession planning, we don’t just find the right match – we create the right conditions for that match to succeed.
Every search begins with a strategic exploration. Where does your organisation stand today? What are the ambitions for tomorrow? And what transitions lie ahead – international expansion, digital acceleration, sustainability, or operational transformation? Context determines the leadership required.
Working closely with executives, non-executive directors and key stakeholders, we map the strategic frameworks and change imperatives with clarity. From this, we develop a forward-looking leadership profile that serves as the benchmark throughout the process.
That profile encompasses both hard requirements – such as experience in operational leadership, supply chain management, cost optimisation and ESG – and softer qualities: leadership style, behavioural traits and cultural fit. Assessment is grounded in the pillars of our LeaderBlueprint™, forming the foundation for an objective, well-reasoned selection.
With the leadership profile as our starting point, we activate our global network of senior executives, board members and investors – complemented by our proprietary database and data-driven search tools. The combination of local market knowledge and international reach allows us to move quickly and precisely, whether the client is a family business, a listed corporation or a private equity portfolio company.
We analyse relevant talent pools, conduct benchmarking and competitive analysis, and advise on positioning: what makes this role compelling, which profiles are realistic, and how this sits within the broader market landscape.
The result is a considered longlist of candidates who not only meet the formal requirements, but are also the right fit for the culture, growth stage and ambitions of the organisation. Transparent, thorough and strategically sound.
Our involvement does not end at appointment. After placement, we continue to support onboarding, leadership development and integration into the team. The goal: to position the new COO for lasting impact from day one.
A successful start requires more than introductions and a full diary. We support the new leader in understanding the organisational culture, building trust within the leadership team, and articulating the first strategic priorities.
We remain engaged well beyond the first 100 days. Through coaching, 360-degree feedback and sounding board sessions, we support the ongoing development of leadership capability and the embedding of continuity.
Why COO Search is a Critical Success Factor
A strong COO defines the operational resilience, cost structure and innovative capacity of an organisation. They are responsible for day-to-day operations, for ensuring processes scale effectively, and for ultimate accountability across supply chain, procurement, production and logistics – making them essential to both continuity and competitive positioning. Hiring at this level demands discretion, rigour and genuine depth of insight.
The pressure on COOs continues to grow. Organisations are navigating a complex reality of geopolitical risk, sustainability requirements, digitalisation and increasing operational disruption. In this environment, the right leadership makes all the difference.
Ideally, a search begins not at the point of departure, but through forward-thinking: defining scenarios, developing leadership profiles and building succession capability. A well-prepared strategy prevents stagnation and reinforces governance continuity. And crucially, it’s not only about experience and performance – it’s about leadership that fits the organisation’s growth stage, culture and the change agenda it faces.
In periods of uncertainty – such as operational disruption, mergers, restructuring or crisis – leadership demands an exceptional combination of steadiness and agility. A successful COO transition requires a leader who can quickly gain an overview, establish trust and act with purpose. That is precisely why strategically planned succession is not a luxury, but a necessity.
Without adequate preparation, a leadership vacuum or a loss of direction becomes a real risk. In complex change situations, it is critical that the incoming COO brings relevant experience, conviction and resilience. Executive search reduces the risk of a mismatch and ensures leadership that is fit for today’s challenges and tomorrow’s opportunities.
When succession or replacement is handled on an ad hoc basis, unnecessary risks arise – delays in decision-making, internal unrest, or a mismatch in leadership style. Without well-prepared succession planning, there is rarely enough time for a thorough selection process, significantly reducing the likelihood of a lasting appointment.
Valuable internal talent often goes underdeveloped, and external candidates are insufficiently tested for strategic fit. A reactive approach undermines continuity and erodes stakeholder confidence. A proactive succession strategy, by contrast, creates space for talent development, knowledge transfer and the recruitment of a COO who is genuinely suited to the challenges of today and the ambitions of tomorrow.
Get in touch to discuss your executive search or leadership development needs.
Find a consultant Make an enquiryOdgers supports a wide range of organisations in filling COO positions. The role varies considerably by sector – the operational challenges of a manufacturing business are fundamentally different from those of a logistics provider or a fast-scaling technology company. We understand the nuances of each context and translate them into the right profile and search strategy.
Odgers distinguishes itself as an executive search partner through an approach that goes well beyond the traditional headhunting model. We deliberately position ourselves as a challenger: no fixed candidate lists, but a process in which we question the existing, are willing to make sharp choices, and always seek leaders who are the right fit for the strategic context of today and tomorrow.
Our way of working is challenging but collaborative – we push, but always build in trust. We engage actively, share insight and work intensively alongside our clients to develop lasting solutions.
We are also freethinking: no rigid formats, but an approach that adapts to the unique characteristics of each organisation. We combine global reach through our international network with local care: deep-rooted market knowledge, cultural sensitivity and personal guidance from start to finish.
And finally, we believe in inclusive leadership teams. Not as a passing trend, but as a strategic imperative. Diversity in perspectives, backgrounds and styles makes organisations operationally more resilient – and contributes to lasting results and enduring partnerships.
We advise and guide our clients in finding executive leaders across every sector.
Are you looking for a COO who can turn operational complexity into sustainable performance, scalability and continuity? Or would you like to get ahead of succession and build a strategy that strengthens the operational future of your organisation?
Odgers’ consultants combine deep market knowledge with extensive experience in COO search and succession planning. We’d welcome the opportunity to think alongside you – strategically, discreetly and with a clear focus on results.
Get in touch for an initial conversation. Together, we’ll build the leadership that truly matters.
With over 50 years' experience, Odgers combines deep market insight with a holistic approach that looks beyond the CV. We identify candidates based on cultural fit, strategic vision and future perspective. Leaders who not only suit your current context, but are also prepared for tomorrow's challenges.
Discover our approachA COO oversees the entire operation and breaks down silos that individual departments tend to remain stuck in. With a COO, the organisation has one person accountable for efficiency and scalability, leading to better alignment and consistency than when that responsibility is fragmented.
A COO improves efficiency by optimising processes and eliminating waste, without losing sight of the customer. By combining lean methodologies with innovation programmes, the COO drives costs down whilst maintaining high levels of service and quality.
A resilient supply chain is built through diversification and contingency planning. A COO implements measures such as dual sourcing, strategic stock reserves and scenario planning, ensuring the supply chain continues to function even during geopolitical tensions or global disruptions.
A COO connects departments by establishing shared goals and structured dialogue. S&OP meetings and shared KPIs, for example, ensure production, logistics and sales are aligned, breaking down silo thinking and improving overall performance.
Managing change on the shop floor and at management level requires an accessible yet decisive style. A good COO listens to employees, communicates clearly the rationale behind changes and leads by example, ensuring both the board and the workforce embrace new ways of working.
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