EXECUTIVE SEARCH & SELECTION

Specialising in senior level appointments within the public sector, associated regulated markets and the civil society, we know that a diverse leadership team broadens perspective and drives innovation and performance.  Our focus is always on working with our clients to ensure they are positioned to make inclusive choices to enable this success
Veredus / What we do / EXECUTIVE SEARCH & SELECTION
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OUR RECRUITMENT SERVICES

Our approach to executive search and selection is about much more than finding the right skillset for the job. We work in close collaboration with our clients to understand their culture, values, challenges and aspirations, and support them in identifying, appointing and developing outstanding senior leaders.

C-SUITE

For the very best candidates for any
c-suite role
CEO, CFO, CMO, COO,
CTO, CIO​​ and more. CONTACT US

DIRECTOR AND SENIOR LEADERSHIP

For talented candidates at director and senior leadership level.
CONTACT US

MANAGEMENT AND DEPARTMENT HEADS

For experienced management and department or function head candidates,
project and programme managers, specialist technology talent, and senior supply chain rolesCONTACT US

EXECUTIVE SEARCH & SELECTION

WHAT WE DO

We have successfully appointed to executive positions across all regions of UK and Europe as well as globally in locations that include Brazil, South Africa, China, the USA, India and Singapore.

Veredus has built detailed and diverse market maps across all professions, sectors and regions in the UK and overseas.  Our consultants have extensive networks, industry and functional expertise all of which combines to support our clients in appointing exceptional individuals who bring broad experience, fresh ideas and cognitive diversity to their organisations.

The proof of our success can be seen in the fact that 96% of all Veredus executive search campaigns appoint first time.

An audit of Veredus appointments conducted in Spring 2023 concluded that 57% of all appointed candidates for the last five years came from underrepresented groups.

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A DATA DRIVEN APPROACH

Our executive search and selection teams take an innovative approach to using the data we have captured over the last 30 years.

Every Veredus executive search campaign is built around a solid evidence base including deep industry and functional analysis as well as cultural and regional assessment.  This market intelligence enables us to build a creative and unique employee value proposition (EVP) for every campaign.

Each assignment has its own candidate pack, that is designed to attract high performing talent this theme runs through all advertising and candidate materials as well as every conversation we have in the market.  Much of our success has been built on harnessing this data to attract and appoint outstanding executives to positions they would not otherwise have considered.

To complement our Executive Search and Selection process, our Insight & Intelligence offering can provide comprehensive market intelligence, which has enabled our clients to make informed decisions about talent with detailed market insight relating to regional talent, diversity, reward, brand awareness and candidate motivation.

OUR SEARCH PROCESS

THE BRIEF

A call or meeting to discuss the requirement with a specialist in your industry

SOURCING

Headhunting, advertising, research, seeking recommendations

LONGLIST REPORT & MEETING

 We present all applicants for the role, assessed and graded

PRELIMINARY INTERVIEWS

We conduct first stage interviews to gain an understanding of experience, motivation and working style.

SHORTLIST REPORT & MEETING

We present those candidates for selection to take forward to the final stage

ADDITIONAL ASSESSMENT OFFER

We conduct psychometric testing to define candidates’ strengths and weaknesses

FINAL INTERVIEWS OR FINAL PANEL

We co-ordinate candidates for interview, conducted by the client, with our offer to attend and advise

DEBRIEFING

We meet to discuss outcomes and discuss selection options

FINAL SELECTION

We negotiate the offer on our client’s behalf

POST-PLACEMENT OFFER

Mentoring, coaching and team building

Click HERE for the team or CONTACT US to discuss your requirements

Need an interim manager whilst you seek a substantive?

CLICK HERE

Would you like to assess your existing team or potential new hires?

CLICK HERE

Looking to hire for
senior level roles?

CLICK HERE

OUR INSIGHTS AND SUCCESS STORIES

The role of data and insight in creating the workforce of the future

​Technology’s rapid advance into the workplace over the next five years has the potential to completely transform organisations and their workforces, the nature of work and how that work is done.In our Human to Hybrid research we found that, although recruitment teams want to use data and analytics more effectively, enabling them to make better decisions and offer candidates a quicker, more personalised experience, they’re struggling to achieve this. 45% of business leaders report that they’ve made the least progress in data and analytics, compared to just 27% who claim to have made the most progress in this area. In our white paper, The insight edge in talent acquisition: How data and insight can deliver the skills needed in a hybrid workforce, we examine the impact of data on talent acquisition and how this will evolve in the future, the barriers HR and recruitment leaders face to using data and insight more strategically, and what organisations should be doing to exploit the full power of their data.From instinct to insightThere’s no doubt that, as the workforce transforms, the skills people will need to thrive will change too. Organisations say they will be looking for specialist skills such as computer programming and data analytics, but softer skills such as agility, resilience, communication and creativity also play a crucial role. They’ll also need people who are curious about the world around them, passionate about learning and developing their career, and able to thrive in a constantly changing, uncertain environment.Our research reveals that organisations will need to use data more effectively if they’re to recruit the skills they’ll need for success – some of which don’t even exist yet. Now, almost half (46%) of organisations rely on ‘instinct and gut feel’ when it comes to assessing the both current skills and those they’ll need in the future. Recruitment and HR leaders are under no illusion about what is needed: 83% acknowledge that they must improve their use of data and insight within talent acquisition and 81% recognise they must achieve greater visibility of skills within the workforce.Focus on quality hiresNot everyone may use it, but HR and recruitment leaders are very clear on data’s potential value within talent acquisition – 83% say that it’s critical for their organisation to improve recruitment and talent acquisition. The biggest driver, against a backdrop of skills shortage and an intensifying war for talent, is to make better hiring decisions – 67% of HR and recruitment leaders say ‘quality of hire’ is becoming their key metric, and data is seen as the best means of driving improvements.76% of HR and recruitment leaders say data and employee insights are vital to building robust and extensive talent pools, while 44% say data-driven recruitment would give them better visibility of skills in the workplace and 41% think it would save them money.And the benefits of data and insight extend far beyond the recruitment process to employee engagement and retention, diversity and business agility. As high-quality talent and skills become a higher priority for organisations, the approach, structure and process of how they attract, recruit and retain talent will transform as they compete with one another to secure skilled, passionate people with the agility, mindset and ambition to learn and progress.If they use data and insight effectively, they’ll be able to bring the right people and skills into the workforce at the right time. At the same time, they’ll improve people’s engagement and performance, and drive better business outcomes.To find out more about how data and insight has the power to transform recruitment in a hybrid workforce, download The insight edge in talent acquisition: How data and insight can deliver the skills needed in a hybrid workforce.

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The human difference in talent acquisition

​Finding the right talent to future-proof your organisation is a major challenge for HR and recruitment leaders worldwide. In pursuit of this, it’s critical that businesses are able to measure, monitor and understand the role of different talent pools in creating an optimal workforce.Addressing leadership, skills and culture when recruiting is vital for any organisation that wants to thrive in today’s rapidly changing world, and attract and retain the right people who will be committed and engaged. As part of our Human to Hybrid initiative – exploring the shift from a human workforce to a hybrid workforce, where humans will work in a fully digitised and AI-optimised environment – we asked 350 senior recruitment professionals, 500 business leaders, and 2000 employees about the future of work. Here, we specifically focus on their responses around one of the strategic levers in the transition from the current state of play to a fully optimised, agile, and digitally enabled future – people. Download the full white paper here to uncover how recruitment needs to transform in order to achieve an optimal workforce

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Human to Hybrid: The next workforce frontier

​As business leaders, we’re all aware that we are standing on the edge of a period of monumental change and recognise the need to re-imagine every part of our organisations, particularly how our operations are resourced and ‘work’ is carried out.Throughout 2019, Capita People Solutions have published a series of reports and strategic papers to help businesses and HR leaders to plan and manage the shift from a Human to a Hybrid workforce. Human to Hybrid is the transition to the future of work where we exist in a fully optimised digital environment. It is framed around the idea that there are key drivers that will improve employee experiences enabling HR to recruit, train and retain talent with enhanced outcomes across the employee lifecycle. Undertaking comprehensive, independent research amongst both business leaders and employees, comprising of Interviews with 500 business leaders and 2,031 employees within organisations in the UK, this paper aims to give unique insight into the realities, challenges and opportunities presented by the shift to a truly hybrid, tech-enabled state.Download the full report here.​
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