One firm. Four ways to engage.
Capital markets organizations face hiring needs that vary by urgency, seniority, and confidentiality. A CEO succession requires a different approach than a Director-level expansion, and both differ from building teams across technology, operations, risk, compliance, or revenue-generating functions.
Rather than using a one-size-fits-all process, we offer four search models designed to support hiring from experienced individual contributors through senior leadership and executive roles.
What changes is the structure of the engagement. What remains constant is our market expertise, disciplined search process, and focus on delivering talent that fits, performs, and stays.
Our Retained model is our standard approach for the most strategic and confidential leadership appointments — described in detail on its own dedicated page.
Explore Retained Executive Search →Engagement Models
Right Fit
Each model serves a distinct strategic purpose. Compare frameworks side-by-side and explore the model
that matches your leadership requirement.
Reserved for leadership and business-critical hires where market mapping, confidentiality, and precision are essential.
- CEO, COO, CTO, CRO, CDO
- Board & Executive Leadership
- Mission-critical leadership hires
- Succession planning
- Fully exclusive engagement
- Deep market mapping
- Dedicated search team
- Highest-touch process
For organizations seeking dedicated search support on important leadership, technical, or revenue-generating hires without requiring a full retained engagement.
- Directors & VPs
- Senior technical leaders
- Revenue producers
- Hard-to-find specialists
- Exclusive partnership
- Reduced upfront commitment
- Targeted market outreach
- Accelerated search process
Designed for organizations looking to hire experienced professionals efficiently while maintaining flexibility.
- Individual contributors
- Managers & Senior Managers
- Engineering, Operations, Risk, Compliance
- Team expansion initiatives
- Success-based fee structure
- No upfront commitment
- Active candidate network
- Flexible hiring timelines
Flexible access to experienced professionals and subject matter experts for temporary or project-driven needs.
- Interim leadership
- Project delivery
- Transformation initiatives
- Short-term capacity needs
- Contract or interim engagements
- Flexible durations
- Specialized expertise
- Rapid deployment
Common Scenarios
Which Model Is Right for You?
Real-world scenarios from capital markets organizations — and the engagement model
that fits each one.
CEO Succession
"Our CEO is retiring in 9 months. We need a confidential search with deep market mapping — the next leader will set our 5-year strategy."
Regional Expansion
"We're entering a Europe market and need a regional head within four months. Senior-level role, but the timeline rules out a full retained process."
Volume Hiring
"We need to fill five associate' level roles this quarter. The roles are well-defined and the candidate pool is active in the market."
Interim Capacity
"We're migrating critical trading infrastructure to the cloud and need experienced capital markets engineers to accelerate delivery without adding permanent headcount."