Involvement
Not just turning up to board meetings but coming prepared and ready to engage
Services
To us, exceptional search is much more than a simple transaction. At its best, it enables outperformance through informed alignment to your future needs.
What do we mean? Rather than scour the market for the obvious, we build a bespoke thesis to steer our hand. Is there an adjacent industry with relevant learnings ripe for your acquisition? Is there a company that has already confronted — and overcome — the pressures of your current strategic, growth or cultural cycle? Is there a leader who, when added to your board or your executive, will make one plus one equal exceptional?
Dohnt & Co asked the most insightful questions of any search firm I’ve ever interacted with … constructive but also penetrating. They made me really think about myself.
Chair
Vision and leadership, expertise and culture, clients and candidates — executive search is about bringing the pieces together to create exceptional long-term business outcomes.
Much more than simply compiling a list of potential candidates, executive search involves in-depth research into organisational culture, business and market landscapes, competitors, trends and future scenarios — with a goal to deliver long-term stability and success.
One of the crucial differences between executive search and traditional recruitment is the nature of the candidates themselves. Often, they will be currently engaged elsewhere and not necessarily seeking a new appointment. It’s this approach — specifically targeting the right people regardless of whether they are ‘in the market’ or not — that makes executive search such an effective tool for building exceptional leadership teams.
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Functions and industries Our approach
Board search aims to assemble the right minds to help steer an organisation to a prosperous future, while working seamlessly with the executive team.
It’s true that there are many desirable attributes of effective board directors. Our extensive involvement in board search assignments over many years has shown that five — what we call ‘the five Is’ — typically rise to the fore in selection processes.
Independence
Able to develop and defend their own opinions, immune to 'groupthink'
Integrity
Having the courage to do the right thing for the right reasons, regardless of influence
Inquisitiveness
Asking questions and being open to seeking out better ways to accomplish goals
Insight
Able to contribute constructive ideas and display sound judgement
It’s one thing for board members to possess the behaviours above, but it’s another thing for these behaviours to be successfully incorporated into how the board actually functions. Through careful integration of skills and experience matrix findings — and close monitoring of post-placement performance — we give your board the people it needs to advise through complexity.
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Functions and industries Our approach