We begin with an in-depth conversation to define not just the role, but the leadership profile and the conditions the right person will need to succeed. We discuss the business context, the team dynamics, the stakeholder landscape and the specific outcomes expected in the first twelve months. This brief shapes everything that follows.

Before approaching candidates, we map the relevant talent pool. We look at who is operating at the right level in Ireland and the broader market, what they are earning, what is likely to move them, and whether your opportunity is competitive. If anything needs to be adjusted before we go to market, we will tell you at this stage

We identify and approach the most relevant senior technology professionals — active and passive. We do not rely on job advertisements. We reach out directly, professionally and with a well-prepared proposition that represents your business properly. The quality of this outreach has a direct bearing on the quality of response we receive.

Candidates are assessed in depth against the brief — their leadership track record, technical credibility, communication and cultural fit. We present a focused shortlist with a detailed profile on each candidate, including our own assessment and recommendation. You receive considered, substantiated views, not a list of names.

We manage the process actively through interview stages — briefing candidates, coordinating schedules, gathering and communicating feedback and maintaining engagement throughout. Senior candidates are evaluating your organisation as much as you are evaluating them. How the process runs sends a signal, and we help make sure that signal is the right one.

We support offer stage carefully, including negotiation where needed, to protect the outcome after significant time and effort has been invested by both sides. Many searches that have been run well come undone at this point through poor handling. We make sure that does not happen.

In the weeks following the appointment, we stay in contact with both the client and the placed leader to make sure the transition is going well. If anything needs attention early, it is far better to address it promptly than to let it drift.

The aim is not simply to fill the role. The aim is to help you appoint a senior technology leader who can make a real and lasting contribution to your business.