Before the search
We map the market first
Every mandate opens with a written map: who holds the role today, where they sit, what they are paid, and which of them will move. The map is yours whether or not you hire through us.
How a P& search runs
Leadership hiring, run as researchrather than as a list of names.
P& Talent is an executive search and talent advisory firm. We map the market a role actually sits in, approach it in the open, and hand over a shortlist you can defend to a board.
During the search
We approach in the open
No blind calls and no borrowed job titles. Candidates hear who the client is, what the mandate is, and why they were on the map, which is why senior people take the call.
At shortlist
Everyone answers the same questions
A structured interview guide is written against the brief before the first candidate is seen. Scores sit next to the evidence they came from, so a hiring committee can argue with the reasoning.
After the offer
We stay on the hook
Onboarding check ins at thirty, ninety and two hundred days, with the client and the placement separately. If a placement leaves inside a year, we run the search again at no fee.
Where we work
Three practices, each led by someone who has hired into that function rather than only recruited for it. Mandates are staffed by the practice, not passed to a delivery desk.
Executive
Chief executive, chief financial officer, board and non executive
Retained, exclusive, and run to a published stage plan with a date written against every deliverable before the first approach.
Functional leadership
Commercial, operations, people, technology
The first senior hire into a function, or the person who replaces a founder still doing the job. Heavier on team design than on sourcing.
Scarce specialist
Data, security, quantitative finance, regulated engineering
Small candidate universes where the map matters more than the pitch. We tell you early when a role is not hireable at the salary on offer.
What a mandate includes
The same deliverables on every retained search, written down at the start so nobody is guessing what arrives when.
The search
- A written brief agreed before any approach is made
- A market map of the full candidate universe, named
- Weekly progress notes with the numbers behind them
- Structured interviews against a scored guide
- Referencing run by us, not by the candidate
- Salary and package benchmarking for the offer
- A written recommendation with the dissent included
The advisory work around it
- Team and org design before the role is opened
- Succession mapping for roles you cannot post
- Compensation review against the live market
- Interview training for the hiring committee
- Onboarding plans for the first hundred days
You can see the search while it runs
Clients get a login. Every mandate has a live page: who is on the map, who has been approached, who is in process, and what is waiting on you. No status decks and no chasing a consultant for a number.
On the desktop and in your pocket
Sign in to a mandateTalent
MandatesCandidatesSettings
Good morning, Daniel
Today: what needs your attention, the state of every open mandate, and the shortlists waiting on you.
Search the talent map by role, company or market
Today
Client call, Meridian Health09:30
Candidate replied on the offer terms2 new
Reference check due, Alva GroupToday
Second interview, head of data14:00
Your pipeline
12
Open mandates
34
Candidates in process
7
Interviews this week
82%
Offer acceptance
Open mandates
All mandatesMD-114Shortlist
Chief financial officer
Meridian Health. Listed reporting, post-merger integration.
MD-121Search
Head of data
Alva Group. First senior data hire, building the function.
MD-126Market map
Commercial director
Northbank. Retained, market map delivered last week.
09:41
Talent
Good morning, Daniel
Search talent
Today
Client call, Meridian09:30
Reply on offer terms2 new
Reference check dueToday
In progress
MD-114
Chief financial officer, Meridian Health
Shortlist, 4 of 6
Where a structured search earns its fee
The situations this way of working is built for. Each one is a hinge: a founder stepping back, a first institutional round, a merger, or a function that has outgrown the person running it.
Private equity and their portfolio
Value creation plans that need a leadership team on the date the plan assumes, not a quarter later.
Founder led companies
The first hire more senior than the founder in that discipline. Handled carefully, because it usually is.
Listed and regulated businesses
Board and control function hires where the process has to survive a look from a regulator or a nominations committee.
Family owned groups
Succession into and out of the family, with the difficult conversations run by someone from outside it.
Scale ups after a raise
A run of leadership hires inside a single year, without the last of them matching the hurry it was made in.
Non profit and public bodies
Open, documented process with pay that has to be justified in public.