The same standard of hire, portfolio-wide.

Introducing a search firm is a reputational act.

When you put a search firm in front of a portfolio founder, you are spending your own credibility. If the process is heavy, or the shortlist is padded, or the firm treats your founder as a lead rather than a client, that lands on you — not on them.

It's why the most useful thing we can show you isn't a placement count. It's an investor who made exactly that introduction and then said so publicly, next to the founder he introduced us to and the CTO who took the job.

What we do for investors

• Post-investment CTO mandates — including the first-ever CTO seat, where the role has to be defined before it can be filled
• Leadership layer build-out — VP Engineering, Director of Engineering and the structure beneath the CTO
• Chief AI Officer appointments — a seat most boards are creating for the first time
• Transformation hires — leadership for platform modernisation and product-led transitions, under a board timetable

What makes it repeatable

• A behavioural job survey across every stakeholder — including you — so the brief is agreed in writing before the market is touched
• Consistent, transparent assessment — every candidate measured the same structured way, so a shortlist means the same thing in every company
• A 12-month replacement guarantee as standard — the risk sits with us, not with the portfolio company
• A record you can check — every retained search filled since 2015, 96% of placements still in role at 12 months