A job model built for the mandate
The TRAITS, skills, and experience this role needs to succeed — defined before sourcing begins.
Concord Consulting · Executive Search
We search for the TRAITS that predict success, not just the resume.
Concord Consulting builds a job model for your leadership role first, the specific TRAITS, skills, and experience it takes to succeed, then runs a confidential, structured search and assessment against it.
A mis-hire at the leadership level costs far more than a vacant seat.
An open leadership role doesn't just sit quietly on an org chart. It shows up as stalled decisions, a team without clear direction, and, if the wrong person eventually fills it, a far more expensive problem to unwind later.
Most mis-hires aren't a talent shortage, they're a modeling failure: nobody defined what success in the role actually required before the search started.
Interactive tool
Leadership vacancy risk assessment
Five questions on exposure, one at a time. Complete your contact details at the end to see your risk tier and recommended next step.
01How long has the seat
been open?
Your result
The engagement
What our executive search includes
A confidential, structured search
The active market, evaluated against that model, not against resumes alone.
Structured executive assessment
Judgment and decision-making tested directly, not inferred from a title.
Stakeholder interview coordination
Across the board, CEO, and hiring committee, kept on one timeline.
Compensation negotiation
Offer management handled end to end, with the market context behind it.
Reporting at every stage
Search progress you can take to the board — not a status update at the end.
12–14 weeks
How a search works
- Weeks 1–2
Job model design and mandate alignment
- Weeks 3–6
Search and longlist, evaluated against the job model
- Weeks 7–10
Shortlist presentation and stakeholder interviews
- Weeks 11–14
Offer, negotiation, and transition support
See the full explainer video and week-by-week script later in this document for a complete walkthrough.
Proof
“Without the deep human behavioural analytics that came with Concord's survey, we would not be as far along in our growth trajectory as we are today. I would certainly recommend Concord Consulting to any company who is motivated to succeed in their growth with ‘right people in the right positions doing the right things right.'”
Isabelle Graveline
President & CEO at Kilmarnock Enterprise
Questions boards ask us
What level of roles do you handle?
Typically VP and above, including C-suite and board-level searches. We'll also take on a critical director-level search when the role calls for the same rigor, confidentiality and structured assessment against a defined job model, that we bring to a senior search.
How is this different from a contingency recruiter?
A contingency recruiter typically submits candidates from an existing network. We build a job model first and assess every candidate against the specific TRAITS, skills, and experience the role needs.
Do you reach candidates who aren't actively looking?
No. We search the active market and go deep with structured assessment rather than wide with passive outreach.
What happens if a placed executive doesn't work out?
Every engagement includes a written guarantee. See the guarantee terms document for the specific window and conditions.
How long does a search take?
Most executive searches run 12–14 weeks from mandate to offer, depending on seniority and how specific the mandate is.
Ready to start a confidential search?
One conversation is enough to know whether a structured search is right for this seat. We'll walk through the mandate, the TRAITS the role demands, and what the job model would look like — no obligation, complete discretion.
Book a confidential conversation →