Industry
Executive and C-Suite recruitment
Senior leadership talent that shapes growth, culture and direction
We support businesses hiring senior leaders who can make a real impact. From C-suite appointments to senior functional leadership, these are the people who shape strategy, build teams, drive performance and help businesses move through their next stage of growth. This includes CEOs, CTOs, COOs, CPOs, CFOs, VPs, Directors, Heads of Function and senior technical or commercial leaders.
Oxfordshire and UK-wide. Part of Humand's specialist technology recruitment for employers.
Technical Leadership Search
Where Humand has recruited leadership
- Recruiting senior technical leaders — CTO, VP Engineering, Director and Head of Engineering roles — across Oxfordshire deep-tech and UK technology businesses.
- Confidential searches where the role could not be advertised.
- Direct headhunting and market mapping rather than advertising and waiting.
- Retained and exclusive terms where the engagement warranted them.
- Senior stakeholder handling through to offer and close.
What a Technical Leadership Search includes
This is the standard package for leadership searches from now on. Earlier senior appointments were delivered through the same recruitment team and the same core method, on retained or exclusive terms where that suited the engagement.
- 01
Retained or exclusive engagement
Leadership searches run on retained or exclusive terms, so the search is resourced properly rather than raced against other agencies.
- 02
Confidential handling where required
Where a role cannot be public — a replacement, a new function, a sensitive restructure — the search runs without the role appearing anywhere.
- 03
Role and leadership-profile calibration
A structured conversation with the senior stakeholders about what the person has to be able to do, before anyone is approached.
- 04
Market map
A written map of the relevant leadership talent, including people who are not looking.
- 05
Agreed target list
Target companies and profiles are agreed with you before outreach, so you know who is being approached in your name.
- 06
Direct and passive approach
Senior people are approached individually. Leadership hires are not made from applications.
- 07
Weekly written update
A written progress note each week: who has been approached, who has responded, what the market is saying, and what changes next.
- 08
Structured shortlist
Each shortlisted person arrives with the recruiter's evidence and context, not just a CV.
- 09
Briefing and interview coordination
Candidates are briefed properly and the process is coordinated so senior diaries are not the reason a hire is lost.
- 10
Offer and close management
Offer stage is managed actively, with post-placement follow-up.
Reference checking where you ask for it and we have agreed the scope.
How a retained leadership search runs — Executive Search (Retained)
Hiring trends
What we're seeing
Hiring at executive level is rarely just about matching a CV to a job description. The right person needs the experience, judgement, leadership style and cultural fit to influence the wider business. The challenge is finding leaders who can operate at the right level, bring credibility quickly, make good decisions under pressure and still fit the stage, pace and ambition of the company. A poor senior hire can slow momentum, unsettle teams and cost the business far more than just salary. A strong one can change the direction of the company.
Salary snapshot
Shaped role by role
We don't publish generic salary bands for this market — packages here are shaped role by role. Speak to a consultant for a current, evidence-based view of what your search will take.
Hiring insights from our consultants →Need a role-specific figure for Executive and C-Suite? Salary benchmarking gives you a written range from live market data.
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