Board Recruitment, Assessment, and Consulting Services
Great companies deserve great boards
In the last 20 years, corporate boards have made tremendous strides. But to stay ahead in today’s fast-paced business landscape, boardroom practices must continue to evolve, embracing flexibility and dynamism.
Being a board member today demands proactive leadership, personal accountability, and cutting-edge executive coaching.
Tap into the full potential of your organization’s board with our specialized board services. Our leadership advisory team is dedicated to providing tailored solutions for board director and chair recruitment, board assessment, and board consulting services.
Our seasoned consultants offer strategic guidance and governance expertise, designed to elevate board performance and ensure robust leadership.
Board recruitment and Succession
As a leading executive search firm, our mission is to connect organizations across the globe with exceptional leadership talent for their boardrooms.
Our wide-reaching network, across the continent and our exclusive Search+TM executive search process enable us to pinpoint and engage world-class candidates who possess the ideal combination of skills, experience, and leadership acumen to thrive in board positions.
What sets us apart? Our knack for assessing board dynamics and aligning candidate profiles to your strategic objectives. This guarantees that the directors and chairs we help you choose bring a powerful blend of value, diversity, and effective governance to your organization.
A well-designed succession plan promotes trust among shareholders and stakeholders, so it’s smart to consider board recruitment even if you’re not currently replacing anyone. Plus, it allows you to secure top talent without any last-minute panic.
No matter your goals, we’ll find the perfect directors to match. And as your partner in leadership, we’ll support you and your new board member through the onboarding process, ensuring a seamless transition and immediate impact.
Board Assessment
Allow us to help you uncover the full potential of your board with our comprehensive board assessment services. We’ll provide valuable insights into your board’s performance and effectiveness, empowering strategic optimization and better decision-making.
Our board assessment team utilizes a variety of tools, including confidential one-on-one interviews, individual director evaluations, self- and peer evaluations, and more, to develop an effective board of directors and committee evaluation process.
Our review process goes beyond merely determining whether your board, its committees, and its members have executed their required duties. Instead, we examine if your board’s composition, dynamics, and structure are effective for your company.
Experience the advantages of our industry-leading board evaluation. We deliver individual, honest, and actionable feedback for your leaders.
Our corporate governance expertise will transform your board into a powerhouse of innovation and strategic direction.
Our comprehensive assessments cover the following board evaluation topics and more:
- Board and Committee Evaluation
- Board Dynamics and Composition
- Company Culture, Performance, and Strategy
Board Consulting
Our consultancy serves boards of all kinds — including non-profits, corporations, government agencies, educational institutions, and more.
Our expertise covers a wide range of industries and sectors, allowing us to provide valuable insights and guidance tailored to each organization’s unique needs and challenges.
We provide the following board consulting services:
- Board Director Coaching and Mentoring
- Director Onboarding
- CEO Succession Planning
- Board Director Remuneration
- Board and Committee Guidance and Templates
Why Use Our Board Services?
1 Objectivity and confidentiality
- 300+ board member and CEO placements annually
Frequently Asked Executive Search Questions
How does retained executive search differ from contingency recruitment?
Retained executive search and contingent recruiting are often mistakenly used interchangeably, although they have distinct differences in methodology, approach, and value for both clients and candidates.
Quality
A retained executive search firm focuses on quality rather than quantity. It showcases a smaller number of highly qualified and in-demand professionals. On the other hand, contingent recruiters prioritize quantity over quality, aiming to place as many candidates as quickly as possible.
Partnership
Retained executive search consultants work closely with their clients. They’re committed to understanding your organization’s culture and strategy. They want to find the best fit for the role and secure a lasting, successful executive hire. They also offer a guarantee for each assignment.
Candidate assessments
Retained executive recruiters are serious about accurately assessing candidates. They use advanced techniques like competency-based interviews, 360-degree referencing, and psychometric testing to carefully evaluate candidates. Contingent recruiters leave their clients to handle the assessment and selection process themselves.
Reach and expertise
Retained executive search firms specialize in placing candidates in senior and C-suite positions. They have extensive industry knowledge and a global network, making them well-equipped to find the right fit for top-level positions.
What are the benefits of retained executive search?
Make the right hire the first time
Replacing an executive is expensive, and you don’t want to have to do it more than once. Whether you’re looking to hire a vice president, board members, or a C-level executive, you can find the perfect match from the start by partnering with a retained executive search firm. This will have a positive impact on employee morale, productivity, organizational effectiveness, and stock prices. It will also have a positive effect on your peace of mind—and that matters to us, too.
Improve your executive team’s diversity
A good executive search firm can help reduce bias and enhance diversity within your executive team in virtually any industry. Executive search firms accomplish this by expanding your potential talent pool and considering qualifications, experience, and compatibility with your organization as the primary criteria for shortlisting candidates, irrespective of their ethnicity, age, gender identity, or sexual orientation.
Connect with world‑class executives
Executive search firms have access to a pool of passive candidates, which can be challenging to recruit. Experienced executives may also not be actively looking for new opportunities, but retained executive search firms can employ persuasive tactics to entice them to consider switching roles.
Keep your business private
Executive search firms prioritize confidentiality when handling executive searches and C-level hiring. This discretion is especially crucial when replacing existing executives or hiring new ones, particularly if you prefer to avoid broadcasting the news to everyone. If you wish to maintain the privacy of your company’s affairs, using an executive search firm is the best approach.
Why is it important to have partner-led executive search?
As a leader, you deserve to work with other leaders. Some executive search professionals who approach you about carrying out a search may not be the same people who conduct the actual search. It’s common for executive search firms to delegate searches to junior associates or assistants. That isn’t the case with us.
At KHI we believe in a partner-led approach where the same partner who starts your search will be with you throughout the process. This way, our partners are dedicated to your success and will remain your primary point of contact.
Why is our approach so important?
First impressions matter
Consider who is talking to highly qualified candidates about your company culture, your hiring process, your company’s strategy, its operations, or financial issues. Junior associates are rarely exposed to the details of your company’s needs and objectives. You don’t want the first impression that potential executives get to be of someone who isn’t knowledgeable or at the top of their game.
Experience matters
Our partners don’t just find leaders; they tap into their own experience to source the best candidates who align with your vision, ethos, and strategy. At Stanton Chase, our partners also act as real brand ambassadors for clients’ businesses, leveraging their deep industry expertise to provide strategic advice beyond the scope of the search project.
Influence and insight matter
Senior partners know how to position the opportunity in the right way and how to provoke executives’ interest in the position. Executives know what other executives want. This is important because many executives will disengage from the search process if they feel that the consultant does not have the authority or experience to negotiate with them, potentially causing your company to lose high-end profiles from your talent pool.
Clients should demand that the partners who sell the work also do the work. This ensures that the search process is led by experienced professionals. At Stanton Chase, we believe that you deserve nothing less.
How long does the executive search process usually take?
Typically, this is what our executive search process looks like:
Week 1-2
Client Needs Analysis & Role Definition
- Creating a specification of the position
- Defining a target list of companies
- Developing the Ideal Candidate Profile
- Defining priorities, desired results, and a schedule for the search
- Client calibration meeting
Week 3-4
Market Research
- Identifying prospects with the required experience and skills who would fit the company’s culture
- Interviewing candidates based on the competencies identified in the position’s specification
Week 5
Long List Review
- Presenting the client with a complete report of the search, including the best prospects who were identified
Week 6-7
Client Interviews
- Short-list presented
- Short-listed candidates are assessed
Week 8-9
Closing
- Final interviews
- Background check
- Offer and negotiation
What Makes Knowledge Hub Institute Unique?
Personal Partnership
Deeper than superficial. Your personal partnership with us means we know your people, work culture, and business. While always professional, we believe in cultivating a friendly atmosphere, so the lines of communication stay open and comfortable.
Commitment
We carefully select our assignments and focus on getting the job done. We go deeper to find those rare individuals who deliver results. And we stay close until the candidate is fully onboarded and integrated. We won’t leave you hanging because we’re committed to seeing you soar.
Direct Senior Operation
The partner-led senior team you hire is the same team who’ll work with you from start to finish. This reduces stress because you always know who you’re working with and how to reach them.
One Team
We operate as one global team of owners who take individual responsibility for delivering outstanding quality for each assignment.
