A search individually tailored to you
Our dedication to fresh research and real conversations means we remain relentlessly focused on results and is a key contributor to our extraordinary 98% success rate.
Our in-house researchers work solely on one project at a time. This differs from the standard industry model where researchers work on multiple projects simultaneously. For 30 years we have remained committed to this approach, as a cornerstone of our business, as it allows us to have real and rich conversations with a broad range of people. It is these conversations that point us towards the individuals that add both quality and diversity to executive and non-executive boards, and provide unique insights into the marketplace.
Every piece of work we undertake reflects the client’s priorities, culture and needs. We place great emphasis on building a strong partnership with each client so that we can respond quickly to individual needs. For example, some organisations want a broad, national or global search, others want a much more discreet, targeted approach. Either way we ensure that every client has undivided attention and representation in the marketplace.
Sector Wide, Function Deep
We have world class practice specialists, experts in their fields. Every assignment has two consultants as we recognise two heads are better than one. We are a collegiate business and do not operate in silos, by sharing our knowledge across the business we can give our clients access to the best talent.
By working with our 24 global partners and 45 offices across the world's major time zones, we deliver an international search strategy, real and relevant to your circumstances through our local knowledge and networks.
More Diverse Candidates
Our research model enables us to be more thorough, forensic and creative than our competitors to cover a wider talent pool during our research. This means we can deliver the widest and most diverse choice possible for our clients.
Diversity has been a key focus for us over many years and our unique approach to outreach is fundamentally designed to increase the diversity of candidate pools; we are proud of our record of diversifying boards and leadership teams.
Our ability to build a diverse candidate list is underpinned by our intensive method of research. The other measures that we take to ensure diversity include:
Monitoring the composition of our call list
This is the list of people whom we proactively approach about the role. There is a direct correlation between the numbers of people from diverse professional and personal backgrounds who are contacted, and the number of eventual candidates. Our looking beyond the obvious candidates is essential to building a diverse candidate list.
Searching thoroughly within a range of formal and informal networks
We frequently source diversity and professional networks and the individuals overseeing these networks who are sometimes able to suggest active members or alumni who they remain connected to.
Investing time approaching and addressing the concerns of potential candidates from diverse professional and personal backgrounds.
This approach to candidate handling is particularly important when there are a relatively small number of individuals with those backgrounds who are appropriately skilled: spending time on the phone with them, pitching this role in a way that draws on their skills and motivations builds their interest and increases their motivation to be part of the ﬁeld.
Paying special attention to helping unsuccessful candidates with respect to future processes in which they may be involved, and provide personal feedback to them.
This approach to candidate handling means we have a network of individuals from a wide range of diverse backgrounds who trust our conﬁdentiality, discretion, and professionalism, and are happy to engage with us about future roles.
Our consultants regularly speak on diversity at events and initiatives covering the full range of the sectors in which we work. We host events for under-represented leaders and a Saxton Bampfylde Director sits on the diversity committee of our membership body, the Association of Executive Search and Leadership Consultants (AESC). We have also recently published – Beyond Compliance: taking diversity and inclusion to the next level – in which one of Saxton Bampfylde’s directors, Kate Ludlow, discusses the topic of diversity and inclusion with Stephen Frost, an Expert Advisor on D&I.
We launched the REACH programme – a mentoring programme created in partnership with the Government designed to help support their employees with disabilities to maximise their career potential. Mentors participating in the programme are executive level leaders from a range of sectors who have either a lived experience of disability or have been involved in shifting the dial on improving development opportunities, career progression and the wider workplace environment for people with any form of disability. This campaign has been shortlisted, alongside Siemens UK, Balfour Beatty, Primark and Motor Point, for the Recruitment Industry Disability Initiatives (RIDI) ‘Making a diﬀerence award’ (private sector).
Support, Transition, Elevate & Promote
The STEP Programme is designed for leaders from a Black, Asian or Minority Ethnic background. Participants will be operating (or recently operating) in a leadership position and will likely be considering a significant career progression. This might be the transition to executive level, a new executive position or the move to non-executive level.