Leadership Services

A search individually tailored to you

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.

Global Reach

By working with our 15 global partners and 30 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.

Executive Assessment & Coaching

Executive Assessment

To have the edge when hiring and succession planning, we believe that it pays to know all you can about a candidate. How do they benchmark against the market? How are they likely to perform today and in the future? What culture they will prosper in? And what culture they will bring with them? Using the latest psychometric technologies and in-depth behavioral interviews, our experienced business psychologists help get behind the CV when hiring externally or assessing the potential of your internal talent. Our goal is to help you make an informed choice by providing deeper, objective information on shortlisted candidates: how they think, what motivates them and how they influence and lead. This significantly mitigates the risk of a placed candidate jumping ship, micro-managing, being territorial or not bringing people with them.

One-to-one executive coaching

We offer the same approach whether you are dealing with a new hire or a current incumbent. We explore not only individual traits, but also how they are supported or suppressed by particular organisational norms and cultures. By approaching coaching systemically, we can understand not only on how an individual is behaving, but more importantly why they are behaving that way. The coaching which follows carries a much greater impact in terms of the accuracy and effectiveness of our insights. All of our work begins with a developmental assessment, followed by a tailored plan of coaching, line manager review and stakeholder feedback.

Team development

When the going is good, teams usually operate in relative harmony. New teams, or teams with several new members, may take some time to find their feet. Under pressure, relations can be strained or even fractious. This is seldom to do with any individual. Rather, it usually occurs because teams confuse difference for weakness. Quieter, newer or more challenging viewpoints may be ignored or inadequately listened to rather than integrated as something to celebrate. Teams need to critically evaluate their dynamics, not in terms of competence, but in terms of behaviour. We can support your Executive Team or your Board to take full advantage of the range of personalities within it.

Board Review

Corporate governance is now firmly in the spotlight with shareholders and the general public keen to ensure that Boards operate effectively

Meeting public and regulatory requirements can put significant pressure on ensuring that Boards are delivering. Based on years of experience in assessing senior executives and organisations of all sizes and shapes, we have developed a corporate Board Review which give chairs the objective information they need to run an effective board – with the lowest possible intrusion. Our Board Review is structured around detailed discussions with all Board members about how their Board can best develop its collective performance.

Promoting Diversity

It is important to organisations, and is important to us

In our minds, diversity covers not only the six strands of age, gender, ethnicity, disability, faith and sexuality, but – in a broader sense – can also refer to other elements important for the constitution of the candidate pool: clients may have regional requirements, need candidates to possess specific skill sets, or have a particular sectoral bias.

We are an established advocate for diversity and are committed to do all we can to promote diversity in senior appointments and boards. Our intensive research method is the keystone of our approach to diversity. We search widely and creatively, addressing and monitoring diversity throughout our searches and prompting our sources to think beyond the most obvious candidates. The percentages of women, individuals from a BAME background and people with disabilities typically increase from longlist to shortlist, showing that we identify and approach viable, credible candidates who demand consideration on their own merits. Over recent years, 40% of our non-executive appointments have been of women, BAME or disabled candidates. We are proud to have signed up as a firm to the new National Equality Standard, which was developed with the CBI and Equalities and Human Rights Commission.

Aidan Kennedy

Aidan joined Saxton Bampfylde in January 2015 with 16 years experience in Executive Search. He most recently spent eight years as a Partner in the London office of CTPartners, the global executive search firm. Aidan has particular experience in advising organisations on management change in times of transition and has worked on a wide range of leadership and executive mandates for Financial Services, Public Sector and Corporate clients across established EMEA business centres and in emerging markets. Aidan is a former Global Chair and Executive Committee member of the Association of Executive Search Consultants which represents over 75% of the leading search firms and over 7000 consultants across EMEA, APAC and the Americas and remains a Director on its Global Board. As a firm advocate of research led executive search, Aidan previously led the Research division of Armstrong International, before becoming a Partner of the firm and its Chief Operating Officer. A graduate of University College Dublin, Aidan earned his Master's degree in Politics from St. Antony's College at Oxford University and undertook further Executive Education at Harvard Business School.


Rachel Hubbard

Rachel leads the the Social Impact practice. She joined Saxton Bampfylde in 2000 starting in research, and ran the 20 strong research team before specialising in Board appointments across the, charity, arts, higher education, commercial and public sectors. She is a Trustee for Five Talents, an international microfinance charity. Prior to joining Saxton Bampfylde, Rachel ran an event and catering business and also worked as a Business Manager for a networking events and research company focused on Britain's top private companies. Rachel has a degree in Theology.