An Executive Success Profile
The outcomes, decisions and reporting lines the role must own, agreed with the board or CEO.
The senior person you want is not applying. ACCUREX runs confidential, research-led executive search services for C-suite, senior leadership and board roles, starting with what the role must achieve and ending with an appointment that holds.
Senior leaders who fit a brief are rarely in the market, and the ones who are visible have already been seen. A posted advert will not reach them. An executive search begins elsewhere: with a written profile of what the role must deliver, a map of the companies that hold that talent, and a direct, confidential approach to the handful of people who match. The appointment then rests on evidence, not on who happened to apply.
Executive recruitment at this level is a research assignment, not a shortlisting one. Each search includes:
The outcomes, decisions and reporting lines the role must own, agreed with the board or CEO.
A view of the sector and the companies that hold candidates who match the profile.
Passive candidates reached through research, not through adverts or job boards.
Capability and behaviour tested against the Success Profile, not against a job description.
Employment history and qualifications checked, references spoken to, and reputation traced across the sector.
Each candidate presented with evidence against the profile.
Support from the first offer through the first 90 days in post.
Share the mandate and a confidential conversation about the role can begin.
Discuss a leadership searchThe Success Profile is agreed with the board or CEO; the search strategy and confidentiality posture are set with it.
The sector is mapped, target companies are drawn, and the approach plan is prepared.
Candidates are approached, assessed against the Success Profile, and taken through due diligence.
The offer, the counter-offer and the first 90 days in post are supported alongside the hiring board or CEO.
One senior consultant owns the search from mandate to integration.
Progress on the pipeline, with notes on the market and the pay candidates are commanding.
Every executive mandate carries a replacement guarantee; the terms are agreed at mandate.
Boards and CEOs in energy, manufacturing, financial services and regional businesses engage ACCUREX as an executive search firm for permanent senior appointments, confidential replacements and cross-border leadership roles across East Africa.
A recruitment process shortlists from applicants to an advert. An executive search starts with a written success profile, maps the sector, and approaches passive candidates confidentially. The deliverable is a curated set of candidates assessed against the profile, with due diligence done before any introduction.
Retained executive search is a mandate the client commissions in advance, with the fee paid in stages against the work. It suits senior and C-suite roles where the market has to be mapped and approached, confidentiality matters and the appointment risk is high enough to justify dedicated research.
The brief, the sector map and the candidate list sit with the search team only. Candidates are approached under non-disclosure, and the client is named to a candidate only when they are serious. For an incumbent still in post, the sequence is set out before any approach begins.
The Success Profile sets the outcomes, decisions and reporting lines the role must own. It is agreed with the board or CEO before the market is approached, so the assessment, the shortlist and the integration all measure against the same thing.
Through sector and target-company research, mapped against the Success Profile. Candidates are approached directly, in confidence, rather than through adverts, so the pipeline includes people who were not looking for a move when the search began.
Capability, behaviour and track record tested against the Success Profile. Interviews explore how a candidate has delivered the outcomes the new role requires, and the evidence that supports each claim. The assessment is written up and presented with the shortlist.
Employment history and qualifications are checked, references are spoken to, and reputation is traced across the sector. For regulated roles or board positions, the checks extend to directorships, declared interests and any public record of concern. The findings sit with the shortlist.
Progress against the pipeline, movement in the target market and the pay candidates are commanding for comparable roles. The report keeps the hiring sponsor informed between stages, so the mandate can be adjusted while the search is still running.
Every executive mandate carries a replacement guarantee. The duration, the trigger events and the terms are agreed at mandate and set out in the engagement letter, because an executive appointment and a mid-level hire do not fail in the same way.
Yes. Cross-border roles across East Africa run from Nairobi, with the local context taken into account. Confidential replacements, where an incumbent is still in post, follow a sequence set out at mandate so the search protects both the client and the people involved.
A short, confidential discussion of the role, the board or CEO sponsor and the sector is enough to open a mandate.
Discuss a leadership searchTell us what you need. An ACCUREX consultant will respond with practical next steps and a clear scope.
