Governance hires that hold up to scrutiny
General counsel, risk, tax and compliance leaders for decisions that have to be defensible, not just capable.
Documented savings compare our delivery economics with traditional agency or search-fee models on comparable assignments.
When this function decides the outcome
In regulated and scrutiny-heavy environments, governance leadership is judged on defensibility, not capability alone.
Across legal, risk, tax and compliance, the common requirement is defensibility: a clear mandate, a documented process and a candidate who can stand up to internal, external and regulatory scrutiny. The tolerance for a mis-hire is low, and the process behind the appointment matters as much as the appointment.
Legal and compliance hiring keeps tightening as EU regulation reaches further into operations, from CSRD assurance to AI governance. General counsel briefs now ask for commercial judgment first: leaders who enable decisions under scrutiny rather than simply flag risk. In regulated environments we increasingly pair permanent searches with interim cover, because licensing timelines rarely wait for notice periods.
Roles we secure in this function
General counsel, legal, risk, tax and compliance leaders, from board-facing appointments to specialist interim cover during regulatory or reporting pressure.
Typical mandates include general counsel search, head of legal recruitment, compliance leadership, tax leadership and interim compliance support.
Selected case examples
Real mandates, anonymized by sector and ownership. Each example shows the business context, search logic and decision we supported.
A General Counsel appointment decided on an objective benchmark
A global testing, inspection and certification group wanted certainty that its senior legal appointment, internal or external, was genuinely the strongest available. We benchmarked internal candidates directly against the external market on a single scorecard and presented comparable evidence on every candidate.
Closing a CSRD reporting gap with a right-sized interim hire
A listed group facing new CSRD obligations needed external sustainability and greenhouse-gas reporting expertise quickly, without committing prematurely to a permanent hire. We designed the role end to end and sourced across freelance and fixed-term candidates for a consultancy-style engagement covering Scope 1, 2 and 3 and audit-readiness.
One platform, the right route in
Governance roles suit a documented Executive Search SOW with structured references and assessment. Interim Solutions covers reporting cycles and regulatory deadlines, and Talent Advisory benchmarks scarce compliance and tax markets.
Executive Search
Structured search for executive leaders, functional leaders and senior professionals in pivotal roles.
Interim Solutions
Interim leadership and specialist capacity for urgent gaps, change programs and continuity.
Strategic Team Build
A coordinated approach for multiple critical hires with shared calibration and stronger economics.
Talent Advisory
Benchmarking, role design, succession options and market intelligence that inform the decision.
