CONTACT US – +020 8209 1858
CONTACT US – +020 8209 1858
For senior and specialist appointments where advertising alone will not find the right person, we conduct a targeted search. We map the market, approach candidates directly, and manage the process with the discretion that senior appointments require.
Most recruitment works on the assumption that the right candidate is actively looking for a role. For the majority of positions, that is true. For senior and specialist appointments, it often is not. The strongest candidates at this level are usually employed, usually performing well, and are not sending their CV to job boards. Reaching them requires a different approach.
Executive search means identifying those candidates directly, making a considered approach, and having a conversation about whether the opportunity is worth exploring. It takes longer than a standard brief and it requires a level of market knowledge and relationship depth that a database search cannot replicate. That is what we provide.
We have used this approach for clients across our sectors over many years, placing candidates into roles they were not actively seeking because the opportunity was presented to them in the right way by someone they trusted to represent it accurately.
CTO and IT DirectorSenior technology leadership for businesses scaling, restructuring, or replacing a departing lead. Often arises within our existing client base.
CFO and Finance DirectorTypically for SMEs and owner-managed businesses that need senior financial leadership but cannot compete on salary with larger organisations.
Head of HR and HR DirectorOften the first HR leadership hire a growing business makes. Requires someone who can build as well as manage, which narrows the field considerably.
MD and COOSenior operational leadership, often on a confidential basis. May involve succession planning or replacing a long-standing incumbent.
Head of Asset ManagementSenior real estate and portfolio management appointments within investment businesses, developers, and large property groups.
Chief Executive and DirectorLeadership appointments for charities, trusts, and communal organisations, where values alignment is as important as experience.
Standard recruitment
Executive search
Candidates respond to an advert or are matched from a database
Candidates are identified through market mapping and approached directly
Works best when the candidate pool is actively looking
Reaches candidates who are employed, performing well, and not looking
Faster for roles where volume of active candidates is high
More appropriate where the right person is likely one of a small number of individuals
The vacancy can be widely advertised
The brief can be kept entirely confidential if required
Fee due on placement
May involve a retained element depending on the assignment
Before we begin, we take a thorough brief. We need to understand the organisation, the context for the hire, what has been tried previously, and what success looks like in 12 months. The quality of this conversation dictates everything that follows.
We identify the relevant universe of candidates. This includes people in our existing network, those referred to us through trusted contacts, and individuals identified through direct research into the market. We are looking for who holds this role well, not just who is available.
We approach candidates directly and confidentially. We represent the opportunity accurately without disclosing the client until the candidate has expressed genuine interest and we are satisfied they are worth progressing.
Interested candidates are assessed in depth before we take them to the client. We look at track record, motivations, cultural fit, and whether the timing is genuinely right for them to move. A candidate who is not ready to commit is not put forward.
The client receives a shortlist with a written summary of each candidate, covering their background, why they are being recommended, and any relevant considerations. We present small shortlists only. Three candidates who are all genuinely appointable, not six who need further filtering.
We manage the interview process on both sides, handle offer negotiation, and stay involved through to a confirmed start date. At senior level, the period between offer acceptance and start date can be long. We maintain the relationship throughout.
If you are contacted by Fame Recruitment in connection with a senior role, it is because someone has identified you specifically as a person who may be right for a particular opportunity. We do not make speculative calls. When we approach a candidate directly, we have a real brief and we have thought about why you might be a fit for it.
We will be straightforward with you about the role, the client, and what the appointment involves. If you are not interested or the timing is not right, we will respect that. If you are open to a conversation, we will take it at your pace and keep everything confidential until you are comfortable proceeding.
We also welcome senior candidates who want to register with us proactively. If you are considering a move at the right opportunity and want to be part of a network that approaches suitable roles confidentially, speak to us.
If your next senior appointment requires more than a job advert, talk to us about a search assignment.
“We briefed Fame on a CTO appointment for our property technology business. They mapped the market, came back with four strong candidates, and we made an excellent hire within seven weeks. It was handled discreetly throughout and they were straightforward at every stage.”
“Fame approached me about a role I had not considered. The conversation was professional and they gave me enough information to decide whether it was worth exploring without any pressure. It turned out to be the best move I have made.”
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Rebates are subject to the conditions set out in our Terms of Business. A replacement search is available as an alternative to a cash rebate.
Senior appointments are best discussed directly. Call us or send a brief outline of the role and we will come back to you promptly.
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