Sensitive Executive Search

How I Work

After 16+ years of placing over senior professionals across hedge funds and investment management, I now take on specialist search mandates where the situation calls for careful handling, deep market knowledge, and a trusted network.

This isn’t an agency. There’s no database of CVs and no volume model. It’s a direct, personal relationship with someone who understands your business, your culture, and the competitive landscape, and can act accordingly.

"Each mandate is unique and is given the attention it deserves. Every search is handled by me personally, from the initial brief through to completion".

I Can Help When You Need To........

• Confidentially approach a specific individual at a competitor without it becoming market knowledge

• Navigate a sensitive or high risk hiring situation where discretion is essential

• Make a critical senior appointment where getting it wrong isn’t an option

• Get honest market intelligence before committing to a search — who’s available, who’s moveable, what it will likely cost

• Assess and strengthen your internal hiring processes before going to market

• Manage a retained search for a role that requires a trusted, personal approach.

Why Work With Me?

Deep market knowledge

Over 16 years and over 1,000 placements in hedge funds and investment management. I know the firms, I know the people, and I understand the dynamics that drive senior moves in this market.

A trusted network

The relationships I’ve built over nearly two decades mean I can reach people that agencies can’t. Many of the professionals I’ve placed over the years are now the decision-makers doing the hiring.

Genuine discretion

I understand that some searches need to happen quietly. I don’t advertise your role, I don’t circulate CVs speculatively, and I don’t create market noise. The only people who know about a search are the people who need to.

Personal accountability

There’s no team behind me. When you engage me, you get me; from initial brief to shortlist to offer. That means faster communication, better judgment, and someone who is personally invested in getting it right.

Honest advice

If the brief isn't right, I’ll tell you. If the compensation package expectation is unrealistic, I’ll tell you. If the role is going to be hard to fill, I’ll tell you that too. You’re better served by honesty than by someone who tells you what you want to hear.

Who I Work With

The Sectors and the Type of Roles

My primary focus is across hedge funds and the broader alternative investment management industry. The professionals I place typically sit across:

• Portfolio Management & Proprietary Trading

• Operations & Finance - COO & CFO

• Business Development & Sales

• Other C-suite and senior leadership

I typically work with firms ranging from established multi $bn funds to newer, leaner operations building their teams from the ground up. Operating outside of this sector isn't a problem, the underlying skillset is always transferable.

The common thread is always the same - the hire matters and needs to be handled properly.

My Typical Approach to a Search Process

1. Briefing - We have a detailed conversation about the position, the existing team, the culture in your organisation, and what success looks like. I HAVE to understand the business, not just the job description.

2. Market Mapping - I identify the right people, drawing on my network, market knowledge, and targeted research. No job boards, no mass outreach. Every approach is personal and considered.

3. Approach and Assessment - I approach candidates directly and confidentially. I assess fit against your brief, not just skills and experience, but motivation, culture alignment, and long-term fit for your organisation.

4. Shortlist and Introduction - You will receive a small number of carefully selected candidates, each with a detailed assessment of why they’re right for the role. Quality over quantity, always.

5. Offer and Onboarding Support - I manage the offer process, handle any complications, and stay close through the notice period and beyond. The job isn’t done when someone accepts — it’s done when they’re sat in their seat and performing as expected!

Let's Talk

If you've a hire that needs careful handling, or you just want to understand your options before committing to a search, the best starting point is a conversation.

No obligation, no pitch. Just a straight talk about what you need.