Services
Most mandates are a search. Some start earlier — mapping a market, planning a succession, or assessing a leader you already have in mind before you commit.
What we do
Every one of these is research-led and run against a written brief. The difference is depth, not method.
01
Search and selection for C-level, board and senior management roles across maritime, offshore oil & gas and renewable energy.
We identify leaders with the operational, technical and strategic expertise required to perform in complex global environments — not a shortlist of the people who happen to be looking.
Deliverable
Market map, longlist, shortlist with written assessment, and support through offer and start.
02
Targeted recruitment for the executive leadership layer, from chief officers to the director roles reporting into them.
Mandates at this level are decided on judgement and track record rather than a keyword match, so every candidate is assessed against the brief in writing.
Positions we appoint
Deliverable
Assessed shortlist against an agreed brief, with reasoning attached.
03
Recruitment support for specialised leadership positions across the operating end of the sector.
The roles here sit close to the asset — the people who run a campaign, a terminal or an installation spread. They are found through the network, not through advertising.
Where these roles sit
Deliverable
Sector-specific shortlist with operational track record verified.
04
Discreet search for sensitive leadership transitions, succession, and strategic organisational growth.
Your name stays out of the market until a candidate is at the point of serious conversation, and a candidate's interest is never disclosed outside the mandate without their agreement.
Deliverable
Unadvertised search with no public trace of the mandate.
05
Market research and talent mapping that shows you who exists, where they sit, and what it would take to move them.
Commissioned on its own or ahead of a search. Useful before entering a new market, or when you need to know whether the person you want actually exists.
What the mapping covers
Deliverable
Structured map of the target population, with a written read on availability.
06
Advisory work to protect business continuity by identifying and developing the leadership pipeline for critical functions.
Your internal bench is assessed against the external market, so you know which seats are genuinely covered and which only look covered.
Deliverable
Succession matrix per critical role, internal versus external readiness, refreshed on an agreed cycle.
07
Global recruitment support for multinational projects and organisations.
We deliver across Europe, the Middle East, Africa, Asia-Pacific and the Americas, including the mobility and right-to-work questions that decide whether a placement actually starts.
Deliverable
Cross-border search with mobility and availability confirmed before shortlist.
08
Structured evaluation of executive candidates against the things that actually predict performance in this sector.
Used inside a search, or on its own where you have a candidate in mind and want an independent read before committing.
Assessed against
Deliverable
Written assessment per candidate against the six criteria.
09
Executive recruitment for offshore wind, green energy, sustainability and emerging renewable technologies.
The same people are moving between oil & gas, offshore wind and hydrogen. We follow those moves rather than treating the sectors as separate markets.
Deliverable
Shortlists that combine conventional-energy delivery record with transition credibility.
10
Advisory support for organisational growth, workforce planning, restructuring and executive team development.
Used most often after an acquisition, during a transition pivot, or when a team has grown past the structure it was built with.
Deliverable
Structure recommendation and a hiring sequence that matches it.
Leadership Roles
Executive Search and Leadership Roles are two views of one engagement, not two different products — the service above describes the method, this describes the seats.
Chief executive, operating, financial, commercial and technical officers, and the managing director layer beneath them.
Chairs, non-executives and advisory board appointments, including sector-specialist and transition expertise.
Chartering, sales, origination, business development and commercial management across the sectors.
Fleet, asset, terminal, site and vessel operations at director and head-of level.
Engineering, naval architecture, subsea, HSEQ and technical management.
Project and programme directors for capital projects, installation campaigns and transition programmes.
Our Process
We start with the role in its real context — the team, the reporting line, and the reason the seat is open.
We map the market rather than search a database, so you see who exists, not only who is looking.
Direct, discreet approaches to the people identified. Confidential mandates run without your name attached.
Structured interviews against the brief, assessed on capability, track record and stakeholder fit.
A shortlist with written reasoning attached, not a stack of CVs.
We stay in the process through offer, notice and start — the stage where senior hires most often fall over.
Contact
Whether it is a defined mandate or an early conversation about a team you are planning to build, we will tell you honestly whether we are the right partner for it.
For confidential mandates, contact us directly rather than through the form.