CFO, HR, legal or internal audit director: we directly approach the leader who knows your specialism and the organisation to take over. You choose, they join your directors.
Recruit a permanent executive to lead finance and contribute to company decisions. Define whether the role involves building a team, managing multiple entities or changing tools, with clear governance responsibilities.
The profiles you might meet
Chief financial officer
Group CFO
Subsidiary finance director
Deliverables to scope together
Function scope and reporting lines
Criteria for assessing financial leadership
Initial priorities and matters to take over
02
Human resources leadership
Define an HR director role suited to the company's workforce, locations and organisation. The search distinguishes responsibilities for skills development, recruitment, compensation and employee relations, alongside HR team management and relationships with senior leadership.
The profiles you might meet
Human resources director
Group HR director
Division HR director
Deliverables to scope together
HR brief and team organisation
Management situations to explore in interviews
Relationships with department leaders and local contacts
03
Legal, compliance and internal audit leadership
These functions require separate searches: the legal director leads legal affairs, the compliance director organises the prevention of non-compliance risks, and the internal audit director evaluates governance, risk management and controls. The role specifies reporting lines, team resources and relationships with governing bodies.
The profiles you might meet
Legal director
Internal audit director
Compliance director
Deliverables to scope together
Scope specific to the function being recruited
Expertise and governance role criteria
Map of relationships with relevant departments and governing bodies
At which stage of your project do we step in?
01
Before the project
The role is being set: we clarify the specialism and the organisation.
02
During the project
Search running: we approach leaders directly and hold the meetings.
03
After the project
Candidate chosen: we share the feedback and prepare their arrival.
Before we talk
Describe the function you want someone to lead
Tell us about the team, entities, work to take over and support available. We identify the experience to look for, then prepare the introductions.
Which exact function needs leadership, with what team, country or entity scope and which governance responsibilities?
Will the future leader take over an established organisation or build the function, its processes and local support network?
Which decisions and management situations will help assess both their functional expertise and their ability to lead in this context?
Do you practise one of these roles?
Chief financial officer
Human resources director
Legal director
Internal audit director
Compliance director
We look for these profiles for our clients on a regular basis. Tell us about your achievements and the projects you have led: a talent agent calls you back to understand what you are looking for.
Frequently asked
Finance, HR & legal leadership: your questions
Can a subject matter expert be considered for a director role?
Expertise alone does not define a leadership role. Examine the management expected, delegated decisions, resources and working relationships. The candidate must fit the role's actual responsibilities.
Are legal leadership and compliance the same profession?
Their scope may overlap, but their responsibilities are not interchangeable. The role must specify the function, responsibilities, team and relationships with other company systems and processes.
How should we define an HR director role?
Describe the workforce, the locations, the HR team and who owns recruitment, skills, compensation and employee relations. Add what the HR director decides at leadership level, and who supports them locally.
Which route is appropriate for an interim CFO?
A finance leadership role for a defined period falls within Interim Management. The recruitment described here concerns a permanent executive who will lead and develop the function over time.
Does the candidate need to come from our sector?
It depends on the regulatory constraints and cycles specific to your sector. Specify which ones the role genuinely requires, and which an experienced director picks up on arrival.
A conversation to move forward
A specialist calls you back.
I represent a businessProjects, assignments and permanent hiring.
The right expertise. When you need it.
I am a consultantFreelancers, transition managers and permanent candidates.
