Executive search
Executive Search for Leadership and Business-Critical Roles
Critical appointments require more than vacancy advertising. DotLynx helps organisations identify, approach and assess senior and specialist professionals through a focused search process built around the role, the market and the business context.
When executive search is the right approach
- The role has significant leadership or commercial impact.
- The strongest candidates may not be actively applying.
- The search requires discretion or confidential market engagement.
- The required experience is scarce, specialist or sector-specific.
- Stakeholders need structured market mapping and a controlled shortlist.
Our executive search process
- Role discovery — align on the mandate, outcomes, experience and stakeholder expectations.
- Search strategy — define target markets, organisations, talent pools and approach.
- Market mapping and engagement — identify and approach relevant leaders directly.
- Assessment and shortlist — evaluate fit against agreed criteria and present the evidence clearly.
- Interview and offer support — coordinate stakeholders and maintain candidate communication.
- Closure and follow-through — support the transition and capture search feedback.
What a strong search brief should define
- Business context and the reason for the appointment.
- Success outcomes for the first 6 to 12 months.
- Essential leadership, technical and sector experience.
- Stakeholders, decision process and confidentiality requirements.
- Compensation framework, location and mobility constraints.
- Assessment criteria and a realistic target timeline.
Executive search, recruitment and RPO
Executive search is designed for senior, confidential or difficult-to-access talent. Recruitment agencies often work individual vacancies across a wider range of levels. RPO is better suited to broader process ownership, embedded recruitment capability or coordinated hiring programmes. If you are weighing the options, the model comparison sets out the differences.
Frequently asked questions
It uses a research-led, direct-engagement approach for high-impact or scarce appointments, rather than relying mainly on candidates who are actively applying.
Confidentiality requirements can be built into the brief, the communications and the stakeholder process from the start.
The mandate, success outcomes, reporting line, required experience, location, compensation context and selection process.
Reporting should cover market coverage, engagement, candidate feedback, shortlist progress, risks and next actions.
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Let’s connect the next dot in your growth.
Share the objective, the scope you are considering and your timing. We will help you identify the most relevant starting point.
