01
Brief and role definition
Align on business context, leadership expectations, required capabilities, and the target market for the role.
Capability
Executive Search
Identify and secure leaders with the judgement, agility, and drive your context demands.
What this solves
Executive search is strongest when the brief is tied to future context, not just familiar pedigree. This capability sharpens the role definition, the market view, and the final appointment decision.
Best suited to
- •Boards and CEOs appointing leaders for critical transitions
- •Growth organisations needing fast, high-confidence appointments
- •Teams replacing pivotal leaders without losing execution momentum
“Search works best when the mandate is built around future outcomes, not just a familiar profile.”
Leadership Quarter approach
How we deliver a search
A six-stage search process frombrief to appointment.
The process is structured enough to keep quality high, but practical enough to keep decisions moving.
02
Talent mapping
Build a structured view of the relevant leadership market across target companies, adjacent organisations, and comparable roles.
03
Qualified longlist
Discreetly approach and qualify potential candidates for leadership capability, motivation, alignment, and likely timing.
04
Shortlist development
Evaluate the strongest candidates in more depth and shape a focused shortlist for client consideration.
05
Client interviews
Support interview preparation, candidate coordination, and decision alignment through structured client interview stages.
06
Offer and appointment
Manage final negotiations, support appointment decisions, and help the process land in a successful transition.
Engagement model
Flexible ways to engageacross the search process.
The full six-stage model is available as an end-to-end search, but clients can also engage selected stages where targeted support is the better fit.
Full Executive Search
A full six-stage search process from brief through to offer and appointment support.
- •Best for critical leadership appointments where end-to-end support is required
- •Combines market mapping, candidate qualification, shortlist development, and appointment support
Shortlist Development
Bring Leadership Quarter in when you need deeper evaluation and a stronger shortlist for final-stage decision making.
- •Useful when there is already market context or an emerging candidate field
- •Adds structured assessment and sharper shortlist discipline
Qualified Longlist
A targeted engagement focused on mapping and qualifying the market so clients can move forward with a stronger starting pool.
- •Designed for clients who want validated market coverage without a full search mandate
- •Creates a qualified candidate pool for internal progression or later-stage search support
Talent Mapping Project
A standalone mapping engagement to build a clear view of the leadership market before a role is formally activated.
- •Useful for succession planning, benchmarking, and early search preparation
- •Helps clients see the broader market before deciding how to proceed
What we assess
Beyond track record,we assess for sustained performance.
The longlist and shortlist stages are strengthened by structured assessment. Experience matters, but the final decision improves when capability is tested against the qualities that predict performance in a new context.
Capability fit
Evidence of being able to deliver the role outcomes the context demands, not just repeat past scope.
Judgement quality
How decisions are made under pressure, ambiguity, and competing stakeholder expectations.
Agility
The ability to transfer strengths into a new mandate, market, or operating environment.
Drive
The ownership, energy, and follow-through required to sustain performance once appointed.
Built on LQ8 Leadership
A search process grounded in capability, judgement, agility, and drive.
LQ8 provides the assessment lens for understanding how leaders are likely to perform once appointed, not just how their background reads on paper. It helps bring sharper evidence into shortlist and final selection decisions.