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Who We Are
H!RED is a boutique executive search, leadership and talent advisory business supporting organisations where people decisions carry real commercial consequence.
We help organisations make high-stakes leadership and talent decisions with greater clarity, evidence and execution discipline, combining executive search, market intelligence, leadership advisory, assessment and organisational insight around the outcome the organisation is trying to achieve.
One accountable partner from decision through to outcome.
40+
COMBINED SENIOR EXPERIENCE
INTERNATIONAL OPERATING EXPERIENCE
UK ● ASIA ● MENA ● US
5
CONNECTED
CAPABILITIES
DIRECT SENIOR INVOLVEMENT
CLIENTS WORK DIRECTLY WITH THE PEOPLE LEADING THE ENGAGEMENT
1
Growth & Investment
Founders, CEOs, boards, investors,
PE-backed and growth-stage businesses building the next phase of growth.
Who We Work With
H!RED works with organisations where leadership decisions shape what happens next.
Direct senior involvement.
Built around the decision.
2
Market & Transformation
Organisations entering new markets, creating new capability or reshaping leadership teams through change.
3
People & Talent Leadership
CPOs, HRDs and Heads of Talent strengthening leadership, organisational and TA capability.
6
Improving organisational
or TA capability
When the issue sits beyond a single hire and requires a broader view of structure, process or capability.
1
Appointing a critical leader
When the cost of getting the decision wrong is materially higher than the cost of the search.
When Clients Engage Us
H!RED is typically engaged when an organisation is:
The common thread is decision quality
5
Testing succession
or readiness
When there is a need to assess internal capability before deciding whether to hire externally.
4
Rebuilding a
leadership team
When individual appointments need to work as part of a broader organisational shift.
2
Entering a new market
When leadership, talent availability and local market reality need to be understood before committing.
3
Scaling after investment
When growth expectations move faster than the leadership structure around them.
Leadership & Talent Capability
Five connected capabilities across the leadership and talent lifecycle.
Executive Search & Team Build
Senior & executive hiring
Leadership team build
Market entry & new capability
Succession & replacement
Leadership Assessment
& Transition
Leadership assessment
Psychometrics
Executive coaching
Onboarding & transition
Organisational Insight
Culture & engagement
Leadership alignment
Team effectiveness
Organisational diagnostics
Talent Acquisition
Capability
Talent &
Market Intelligence
TA strategy & operating model
Capability assessment
Team structure & skills gaps
Responsible AI & candidate experience
Talent mapping
Competitor intelligence
Compensation & availability
Location & market feasibility
One accountable relationship, from market insight and leadership decisions through to organisational and talent capability.
Technology-Enabled. Human-Led.
AI can improve speed, reach and intelligence.
It should elevate, not replace, human engagement.
Technology & AI
Executive Engagement
Experience & Reputation
Research acceleration
Market intelligence
Decision support
Workflow efficiency
Informed conversations
Context and nuance
Individual motivation
Relationship-led interaction
Clear communication
Transparent processes
Candidate trust
Employer brand protection
At senior levels, every candidate interaction shapes the organisation’s reputation.
Most firms fill roles.
We structure decisions.
Most firms:
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Run process
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Work to brief
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Present CVs
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Optimise for placement
H!RED
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Structure decisions before search
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Define success before candidates
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Uses market evidence
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Assesses context
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Supports beyond appointment
The difference is not volume.
It's judgement.
Example Engagement
Context: Global B2B SaaS business entering the US
Challenge:
The initial Director-level brief did not reflect the commercial outcome the business needed to achieve.
Intervention:
We challenged and reframed the mandate at VP level, aligning the scope, accountability and incentive structure to the revenue objective.
Impact:
A clearer leadership mandate, stronger alignment between role and commercial ambition, and a more robust basis for assessing the market and making the appointment.
The search began with a hiring brief.
The real requirement was a commercial leadership decision.
Who You'll Work With
Clients work directly with the people leading the engagement.
Darren Kenny
Greig Cunningham
Zoë Hill
Executive Search, Talent Intelligence, Leadership Advisory & TA Capability
Executive Coaching, Onboarding, Transition and Performance
Executive Assessment, Leadership Mentoring and Strategic Evaluation
Before you make your next leadership or talent decision...
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Are you clear on what success requires?
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Do you understand the market?
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Are you assessing capability in context?
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Is the organisation ready?
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Will the outcome be supported beyond appointment?
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For leadership and talent decisions that carry real consequence:
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