C-Suite Search
The full executive team, built to lead.
Beyond the chief executive sits the team that turns intent into performance: finance and commercial leadership, retail and product, digital and client intelligence, operations, people and, in luxury, creative direction. We are retained across all of it, with an understanding of how each role works inside a luxury business.
The leadership brief
Build the leadership team around the business.
Senior functional appointments need a defined place in the operating model. We agree what the role owns, how it works with the CEO and other executives, and what evidence will demonstrate relevant capability. Searches can cover finance, commercial, marketing, digital, operations, creative and people leadership across luxury and relevant consumer categories.
The complete C-suite, for the luxury economy
The modern luxury C-suite is broader and more demanding than ever. Alongside the established roles — chief financial, operating, marketing and commercial officers — sit newer, decisive ones: chief digital, chief client, chief creative, chief technology and chief AI officers. Each must combine functional excellence with a genuine feel for what makes a luxury brand desirable.
We conduct retained C-suite search across the full executive team, for luxury, lifestyle, consumer, private wealth and UHNW businesses — appointing leaders who can perform at the highest level without diluting the brand they serve.
Functional leadership we search for
Our C-suite practice spans the executive functions a modern luxury business depends on:
- Finance & the C-suite — CFO and finance leadership
- Operations & supply chain — COO and operational leadership
- Commercial, sales & revenue leadership
- Marketing, brand & communications leadership
- Digital, e-commerce & CRM leadership
- Technology, data & AI leadership
- Creative & design leadership
- People, HR & culture leadership
Why luxury C-suite search is different
A finance leader needs to understand how pricing, inventory, investment and channel decisions affect both financial performance and the brand. Assessment should explore those trade-offs through specific examples from the candidate’s experience.
We assess functional capability alongside the demands of the particular business: its brand, ownership, operating model and stage of development.
One team, one standard
Whether we are appointing a single executive or helping build out an entire leadership team, the standard is the same: retained, senior-led, discreet, and conducted against a precise understanding of the business. The person who takes the brief presents the shortlist.
The brief and the evidence
Map the responsibility of each executive before searching: what they own, how they work with the CEO and where functions depend on each other. The assessment then tests the capability needed for that defined place in the leadership team.
Frequently asked questions
Can you support more than one leadership appointment?
Multiple roles can be scoped together, with clear priorities and sequencing. Each appointment still needs a distinct brief and agreed delivery capacity.
How do you avoid overlap between executives?
Set out decision rights, reporting relationships and shared objectives. For example, distinguish commercial responsibility from marketing, and technology ownership from ecommerce performance.
Is this only for established C-suite titles?
No. A managing director or senior functional leader may carry comparable responsibility in a smaller business. We assess the remit and level before accepting a mandate.
Related
Building or strengthening your executive team?
Speak with us about a C-suite or functional leadership mandate, in confidence.
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