Enticeable Search

What we do

Four ways to engage,
one way of working

Every mandate runs the same four stages, whether it is a permanent CRO or a three-month interim. What changes is the commercial arrangement, not the rigour.

Engagement models

Pick the commercial arrangement. The work stays the same.

Retained, permanent

Search

For appointments where the wrong hire costs a year of growth. Fully mapped market, direct approaches to people who are not looking, structured assessment against the mandate.

Search in detail
  • ScopeBoard and C-suite commercial roles
  • BasisExclusive, retained in stages
  • First deliverableMarket map, before any approach
  • Typical useThe hire the year depends on

Fixed term

Interim

Experienced commercial leaders placed to a tight timeframe when cover cannot wait - maternity, an exit, a funding round, or a function that needs steadying while a permanent search runs.

  • Day rate or fixed term
  • Candidates who have done the job before
  • Often runs alongside a permanent search
Interim in detail

Standalone

Research

Candidate and competitor mapping bought on its own. Useful before you commit to a hire, when testing a new territory, or when the board wants evidence the role is fillable at the budget set.

  • Who holds the role today, and where
  • Salary and package benchmarking
  • No obligation to run the search with us
Research in detail

Discreet, multi-hire

Team moves

Moving a whole team, or rebuilding one, without unsettling the people you intend to keep. Sequencing, restrictive covenants and communications managed as part of the engagement.

  • Confidential start to finish
  • Legal and notice risk mapped up front
  • Staged so the function keeps running
Team moves in detail

Who we help

Three conversations we have most often

Two professionals in conversation

“The number is set. The team to hit it is not.”

Hiring sales leadership

  • The commercial mandate gets defined before the search opens, not after the first shortlist disappoints
  • Candidates assessed on revenue actually delivered, not the narrative around it
  • The appointment owns the forecast from week one
How the search runs

“Marketing is busy. Pipeline is flat.”

Hiring marketing leadership

  • Brand, demand and positioning brought under a single owner with commercial authority
  • Appointed against measurable pipeline contribution, not campaign output
  • Reporting tied to revenue so the board can see the connection
How the search runs

Most marketing leaders are hired on portfolio.
We hire them on pipeline.

A commercial team at work

“This function needs rebuilding. Quietly.”

Rebuilding a commercial team

  • Confidential throughout, including from the incumbent team where that is necessary
  • Culture and leadership fit lead the assessment, not availability
  • Whole-team moves where that is the cleaner and faster answer
Team moves
Two commercial team members in a workspace
Four stages, every mandate

How we work

You see the market map before you see a CV

If the map says the brief is wrong, we say so before you have spent anything on interviews.

  1. 01

    Brief

    A working session on the mandate. What the hire owns, what success looks like at twelve months, what the business can realistically attract at the package agreed. Most briefs change in this conversation, and that is the point.

    You getA written mandate you can hold us to

  2. 02

    Map the market

    A full map of who holds the role today across your target companies and territories, with package benchmarking. Yours before a single approach is made, so the search proceeds on evidence rather than instinct.

    You getThe market map, and the right to stop

  3. 03

    Approach and assess

    Direct, discreet approaches to people who are not applying for anything. Structured assessment against the mandate, including whether they can actually run a modern commercial function. References taken early, not as a formality at offer.

    You getWeekly progress against the map

  4. 04

    Shortlist and land

    A short list of genuinely interested, genuinely qualified people, then hands-on management of offer, counter-offer, notice and onboarding. The stage where most senior hires fall over, and the one most firms treat as admin.

    You getA hire in seat, and stayed there

Commercials

Fees, stated plainly

Clients ask this in the first ten minutes. Putting it on the page filters out the enquiries that were never going to convert, and takes the awkward part out of the first call.

Placeholder - Nick to confirm before launch

  • 01Retainer structure and how it stages
  • 02Percentage or fixed fee, and of what
  • 03Rebate or free-replacement period
  • 04What happens if a search is paused or pulled
  • 05Whether research credits against a later search

If publishing numbers is a step too far, publishing the structure without figures still beats silence. Almost every competitor hides all of it, which is exactly why saying anything is worth something.

Tell us the role

Send the brief, or the rough shape of it. You get an honest read on whether the search is realistic before anyone mentions a fee.

Brief us on a role About Nick