OutThere RPO Company

Executive Search

executive search services
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    Our discreet Executive Search Team specialise in the search and selection of both C-Suite and Director Level engagements.

    Why OutThere Executive Search?

    The OutThere Executive Search team have provided a trusted and confidential Senior Level Search, Succession Planning and Talent Mapping service provision for the past decade. Our Executive Search team manage a portfolio of national and international positions.

    We have a wealth of experience, engaging with Senior Managers, Heads of Department, and Directors through to C-Suite Executives that are not easily reachable using internal business resources. We exceed client expectations, secure trust and rapport quickly ensuring a positive experience for all executives throughout the process.

    OutThere have an extensive and diverse network as well as the skill and confidence to attract, connect and engage, with discretion and professionalism at this level.

    We are committed to improve and achieve boardroom diversity.

    Our client base operate in the following sectors:

    What does it take to deliver a successful Executive Search project?

    A successful Executive Search project that delivers first class outcomes, requires commercial business intelligence, creativity, initiative, a methodical approach and the ability to be fully immersed in the organisation’s culture and the Board/Senior Leadership Team dynamics. Having total insight of psychometric profile interpretation is invaluable.

    We believe that each element is critical to the success of the project and ultimately the lifespan of the appointment. This level of hire cannot be rushed and demands a huge investment of time, flexibility and patience.

    The best is worth waiting for and that is why OutThere secure “Extraordinary Leaders”.

    What does our Executive Search Process look like?

    We believe that the key to making your executive search easier is to make it smarter. At OutThere we harness the power of information, talent mapping and data analytics in order to take both a cultural and strategic approach to the process.

    We thoroughly immerse ourselves in both the culture and objectives of the hiring organisation. Once established, a meticulous process is followed to identify and fine tune the exact profile of the “Model Executive Hire”. This process is simple yet highly effective.


    1. Explore and Understand

    The first step of the executive search process is to profile the hiring organisation. Here we establish existing culture as well as culture goals. In our experience, exploring a little further than your industry sector can bring creativity, innovation and add value in supporting periods of change and transformation to your organisation. It also allows us to see if there are any skill gaps and missing links, whilst protecting the current team dynamics where appropriate.

    2. Profiling the “Model Executive Hire”

    The next step in the search process is for the retained Executive Search Team to understand the search priorities. This is defined by the following – core competencies, relevant experience, key achievements, industry knowledge, personal development, personality profile, motivators and career aspirations.

    This clear outline and candidate profile is established with the employer early on in the search process, to ensure that the search is correctly targeted, stays on track throughout, and also forms the basis for the job description. This way everyone understands the key attributes that the successful candidate must possess.

    3. Market Mapping and Talent Implementation

    Our Executive Search Team are advocates of Market Mapping and the Market Study. It allows us to do a deep delve and exploration of the market in terms of industries and competitors to see who’s ‘OutThere’ and what your organisation structure could look like with varying team dynamics.

    We will then fully screen all potential candidates to ensure they meet the criteria of the role, understand their motivations and likelihood to consider a move, and provide regular search updates throughout.

    4. Offer Management & Completion

    The good thing about OutThere is that we support our clients with everything that sits within the employee lifecycle. Therefore, once your shortlist of candidates have been selected through in-depth, in-person or video-conference interviews, we can assist you with the interview stage.

    All of this can take a lot of time, and we are well adept at maintaining confidential communications with candidates of interest to ensure they remain engaged in the process. We will also gather references and can take on the role of communicating feedback to any unsuccessful candidates.

    When a final preferred candidate is selected, we will work closely with the client and candidate to pull together an attractive package that is agreeable to both parties.

    5. Retention

    A good executive search firm will not only find you the best candidate for the job, but will assist you in assuring a smooth transition into the role. This can often involve training and development, health and safety and employee wellbeing, in order to ensure a positive and mindful workplace for all.

    Who’s ‘OutThere’? - Market Mapping / Market Study / Talent Mapping

    The OutThere Executive Search Team are advocates of Market Mapping and the Market Study. A deep delve and exploration of the market to see who’s OutThere, what your organisation structure could look like and the varying team dynamics potential.

    Whether you want to grow or are curious about Talent in the market – OutThere can explore and advise.

    Hiring at C-Suite or Director Level isn’t a job for a traditional recruiter.

    What does our Market Mapping/Market Study process look like?

    OutThere Executive Search can deliver a detailed Market Study and Talent Map. This is paired with organisational and geographical analytics to identify the potential calibre and overall costs for “High Value” C-Level and Director engagements. Having structured conversations at this level can take time.

    Stage 1. An initial needs discussion/meeting to clarify – The scope and scale of the study and which competitor/comparator companies to study.

    Stage 2. A Data Capture/Geographical Skill Set Analysis to establish – The volume of executives geographically that meet your search criteria commonly known as “The Talent Pool”.  The salary/package expectations of  “The Talent Pool”. The career history break down of the “The Talent Pool” and the competitor/comparator hiring companies.

    Stage 3. Meet the Market/Talent Pool – Establish personal connections from “The Talent Pool”. Key Executives are identified and 1-2-1 fact finding sessions are attended.

    Stage 4. Results Reported – Geographical Analytics. Market Study, Talent Map and organisational structure of circa 5 competitors. 

    Contact OutThere for your Executive Search Strategy

    If your company is experiencing dramatic growth, requires a rare candidate, has created a new position that falls outside of your expertise, needs to perform a secret search or is looking to add diversity to your team; then we strongly suggest that you use an external specialist to complete your executive search process.

    After all, the competitive advantage your company will benefit from when you hire a top-performing executive is often game-changing.  Because for an executive search to be successful, it takes industry and functional insight, a rigorous process, and unrivalled access to top talent – all services for which OutThere are renowned.

    If you require a confidential discussion around a Senior Level hire or wish to review your Senior Leadership Team then look no further than OutThere.

    Pricing can be provided following a confidential discovery call.


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