The success of a senior appointment is determined by more than a candidate's credentials. What matters most is the extent to which a leader can succeed within the specific context of the organisation. The leadership required of a CEO differs fundamentally from that of a CFO, CHRO or Chair of the Board.
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That is why every leadership role requires its own search strategy, assessment framework and specialist expertise. Rather than applying a one-size-fits-all approach to executive appointments, we focus on understanding what success looks like for each role, within the context of your organisation, sector and leadership team.
Odgers advises organisations on their most critical appointments, from CEOs and CFOs to CHROs, CROs, COOs and board-level leaders. Our goal is not simply to identify the right person for the role, but to find a leader who strengthens the leadership team as a whole.
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Find a consultant Make an enquiryEvery leadership role calls for a different combination of capabilities, experience and motivations. What makes an outstanding Chief Risk Officer is fundamentally different from what is required of a CEO, CMO, COO or technology leader. That is why we approach every executive search through the lens of the specific role, the organisation and its strategic objectives.
Our consultants combine deep functional expertise with a thorough understanding of leadership teams, governance and organisational dynamics. Supported by an international network and extensive knowledge of local markets, we identify leaders who are often beyond the reach of traditional recruitment channels.
The result is not simply the best available candidate, but the leader best positioned to create value for your organisation at that particular moment in time.
Whether you are planning a CEO succession, appointing a new CFO, strengthening your leadership team or recruiting a board member, the impact of the decision extends far beyond a single role. We help organisations define the leadership they need today while preparing for the challenges of tomorrow.
Discuss your leadership challenge with our consultants.
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 approachExecutive search is used for leadership roles that have a direct impact on an organisation’s strategy, performance and future direction.
Typical examples include CEO, CFO, CHRO, CTO, CRO, CLO, COO and Non-Executive Director appointments. Depending on the organisation, executive search may also apply to other key leadership positions within executive management, boards or senior leadership teams.
The defining factor is not simply the job title, but the impact the role has on the organisation and its ambitions.
Every executive role comes with different responsibilities, challenges and expectations. A CFO is assessed against different criteria than a CHRO, CTO or CEO.
In addition, factors such as organisational strategy, culture, governance, team dynamics and growth stage all influence what success looks like. Odgers therefore develops a tailored approach for every assignment, aligned with the specific role, organisational context and strategic objectives.
Recruitment often focuses on filling vacancies through candidates who are visible and active in the market. Executive search goes a step further.
It involves proactively mapping the market and engaging leaders who are typically not actively seeking a new opportunity. Executive search also includes a thorough assessment of leadership capabilities, experience, motivation and organisational fit.
The objective is not simply to fill a vacancy, but to support a long-term leadership decision.
Odgers considers the combination of strategy, culture, governance, team dynamics and leadership requirements within an organisation.
Through LeaderBlueprint™, we assess candidates against competencies, relevant experience and motivations. We look not only at what a leader has achieved, but also at how those results were delivered and the contribution that leader can make to the organisation's future development.
This creates a comprehensive picture of a candidate’s suitability for both the role and the organisational environment.
Organisations typically engage executive search when an appointment is strategically important or when the right candidate is difficult to identify through traditional recruitment channels.
Examples include C-suite appointments, board and supervisory board roles, succession planning, transformation programmes or situations where specialist leadership experience is required.
Executive search provides access to a broader talent pool and a rigorous, objective selection process for critical leadership decisions.
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