Function · Commercial, revenue and growth
Commercial leadership that grows the business without diminishing the brand.
Retained search for Chief Commercial Officers, Chief Revenue Officers and international commercial leaders across luxury, premium consumer and experience businesses.
The appointment
Luxury growth is no longer a simple question of distribution. Leaders must decide where the brand appears, how clients are acquired and retained, which channels deserve investment and where expansion would damage scarcity. The mandate often spans retail, wholesale, ecommerce, markets, partnerships and client development.
The organisations
Luxury houses and groups, founder-led brands, premium consumer businesses, hospitality and experience platforms, private-equity portfolio companies and family-owned businesses entering new markets.
Leadership briefs
- Chief Commercial Officer and Chief Revenue Officer
- President, regional president and market leadership
- International commercial and wholesale director
- Retail and omnichannel leadership
- Business development and partnerships
- Sales, distribution and client development
Reading the field
We look for evidence that a leader can deliver revenue quality, not volume alone. Assessment covers channel economics, international market judgement, pricing discipline, client development, team leadership and the ability to align commercial ambition with creative and brand priorities.
Questions behind the brief
- Should marketing and commercial leadership sit together or apart?
- Which channels and markets can create durable growth?
- Does the business need a builder, optimiser or turnaround leader?
- How should incentives reflect brand equity as well as revenue?
How we conduct a retained search
A longlist is not an answer. The work is to define the change the appointment must deliver, establish where credible leaders may be found and distinguish reputation from evidence. Luxury Executive works on an exclusive retained basis, with senior attention from the first market hypothesis to the final negotiation.
- Define the decision: agree the business outcome, governance and constraints.
- Build the field: examine direct, adjacent and international talent markets.
- Engage with discretion: approach people chosen for the brief, not simply those looking for a role.
- Test the evidence: assess judgement, achievement, motivation and context.
- Stay through appointment: advise on selection, references, negotiation and transition.
Practical questions
How is the engagement structured?
Board and C-suite searches are accepted on an exclusive retained basis. The mandate covers research, market mapping, confidential approach, assessment, referencing and advice through appointment.
Will the search extend beyond luxury?
Where the brief calls for it. We consider relevant leaders in consumer, hospitality, technology, financial services and investment, then test whether their experience will travel. Adjacency is useful only when the evidence is convincing.
Can the work be international?
Yes. Luxury Executive is headquartered in London and conducts cross-border assignments across Europe, the Americas, the Middle East and Asia-Pacific.
What is the first step?
A confidential client enquiry or a call to the London office. We will discuss the decision, timing and whether search, succession advice or market intelligence is the right starting point.
The right search begins with a better brief.
Tell us about the appointment, the ownership context and what must change.
Brief a confidential search