OUTCOMES
The value beyond the appointment.
The real test of a search isn't the appointment. It's whether the hire still holds up a year, or five, later.
Selected examples from Charlotte's previous executive-search work, spanning financial services, manufacturing, consumer and professional services sectors. Organisations are anonymised for confidentiality.
01
A brief that grew into something bigger
Multi-sector holding group · CHRO
The brief
A privately held, multi-sector holding group set out to hire a Head of HR Operations.
The search
The brief went through multiple pivots as the organisation's own thinking changed, and evolved into a CHRO appointment.
The outcome
The leader placed has since progressed to Group CHRO, leading efforts to harmonise and streamline leadership across the group's diverse businesses.
02
Building specialist capability
Global manufacturer · Total Rewards function
The brief
Following a CEO and CHRO change at board level, a global manufacturing business needed to rebuild its reward function from the top down, in readiness for a complex harmonisation agenda following M&A activity.
The search
Three senior appointments, in Benefits, Compensation and Executive Compensation.
The outcome
A reward function built out from the top, supporting a newly appointed Head of Total Rewards.
03
Recognising potential that became succession
Consumer organisation · HR Business Partner to HR Director
The brief
A major consumer organisation needed an HR Business Partner.
The search
The appointment met the immediate need, but the assessment went further: looking at competence, cultural fit and the capacity to grow with the organisation.
The outcome
Over seven years, the hire progressed through increasingly senior roles and ultimately became HR Director, part of the business's leadership succession story.
04
More than a Head of HR
Specialist professional services consultancy · First Head of HR
The brief
A specialist professional services consultancy, growing under partner ownership, needed its first Head of HR: a remit spanning compensation governance across consultant tiers, chief-of-staff duties to its leadership, and building the route to principal and partner.
The search
The search prioritised strategic vision and stakeholder credibility over HR pedigree alone: someone able to integrate quickly, find early wins, and coach talent through a fluid, owner-led culture.
The outcome
“…. a tremendous addition to the team.”
"Charlotte quickly developed a strong understanding of our business and the calibre of talent we needed. What began with one introduction grew into a trusted relationship across several senior appointments and the build-out of a key team. She has introduced us to people who have gone on to thrive in our environment, and she's good fun to work with."
Head of Total Reward, Global Investment Firm
The right appointment can become a long-term leadership asset, not simply a successful placement.
Different mandates. The same test: an appointment that still holds up, years later.