Twelve role practices. Five offices. Pick the search you need.
CEO mandates are the most consequential leadership decision a board makes. We run them as a multi-quarter conversation, not a transaction — mapping the universe, back-channelling references before the first call, and pressure-testing the candidate against the company's actual operating reality.
The CFO role has changed faster than any other in the last decade. We run CFO searches as much for capital-markets fluency, treasury sophistication and IR credibility as for accounting depth.
The modern CHRO is a strategist, not an administrator. We look for leaders who can build culture, manage senior succession, and act as a real counterweight in the CEO's office.
COO is the most ambiguously-defined CXO role. We invest the first two weeks of a COO search shaping the brief — making sure the company actually needs a COO, and not a CTO, CRO or stronger CEO.
Revenue leadership is increasingly hybrid — enterprise sales, channel partnerships, customer success and revenue operations under one P&L. We map and reference accordingly.
Marketing leadership has bifurcated into brand-led and growth-led practitioners — and most companies cannot articulate which they need until we help them shape the brief.
Our CTO franchise is centred in Bengaluru and led by consultants from engineering and product backgrounds. We can read architecture diagrams, pressure-test platform instincts, and tell the difference between a CTO who has built distributed systems and one who has only managed people who did.
Product leadership is one of the hardest roles to evaluate from a CV. We rely on craft references, portfolio reviews and structured product-judgement interviews rather than role-title pattern matching.
CISO mandates are scarce, deeply referenced and almost always confidential. We approach this market referral-first, with a tightly-held bench of senior security leaders across India, the GCC and SEA.
CRO searches in regulated industries are the most reference-dependent mandates we run. The regulator, the board, the auditor and the CEO all have a view — and the search needs to navigate all four.
Country Head mandates are usually first-or-second hires for an inbound multinational, or a strategic reset for an existing entity. We run them with a market-entry lens, not a pure leadership-search lens.
VP Engineering is the operating spine of a product company. We evaluate for engineering-org design, delivery cadence and cultural transmission — not just technical depth.