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Services

Retained Search

Every search is retained, exclusive, and led by me personally. One fee structure, one process, whether the role is a CIO, a GM, an RVP, or a senior specialist nobody's been able to define properly, let alone find.

I don't tier the work by title. The qualifying question isn't how senior the role is, it's whether it's genuinely hard: open too long, been to market already, or shaped in a way that the standard process keeps missing. If it's hard, it's my kind of work. If it isn't, I'll tell you, and I won't take the fee.

Before you commit to a search

Sometimes the right first step isn't a search at all. Three smaller ways in:

Market Intelligence Briefing. A focused conversation about your specific hiring challenge. Current availability, realistic compensation, and whether your approach will actually work, based on what I'm seeing in live searches right now.

Market Mapping. A two-week research sprint that identifies 12-15 specific individuals potentially available for your role. You get a landscape report showing actual people, their likely availability, compensation expectations, and a recommended strategy.

Role Viability Workshop. You're planning to build out your technology leadership over the next 12-18 months. I assess whether your planned roles will attract the people you want, whether the structure makes sense against the market, and where you'll face the most difficulty. Honest feedback on role design, timelines, and sequencing before you commit to hiring.

Each of these stands alone. Each also tends to answer the question of whether a full search is worth running.

For senior technology leaders

If you're on the other side of the table, working out your own next move, I've built something for you: Career Convoy, a guided career conversation built from eleven years of sitting with senior people at the exact moment their careers turn. careerconvoy.com.au