Purpose
Establish what the organisation is trying to achieve and why the appointment is needed now.
Director | Executive Search & Talent Advisory
Chris Vincent
Define the leadership requirement before discussing individual candidates.
Executive Search | Talent Advisory | Senior Leadership Appointments
Verified location to be added
01 | Background
Chris works across senior executive appointments and talent advisory assignments where organisations need a clearer understanding of both the role and the leadership market around it.
His work sits at the intersection of executive search and talent advisory. Rather than treating every assignment as a straightforward vacancy, Chris considers the business situation, leadership structure, succession considerations and capabilities required for the organisation's next stage.
His involvement can begin with definition of the mandate and continue through market research, executive engagement, assessment and client decision-making.
02 | How I Work
Capability
Understand what already exists and where the leadership team needs reinforcement.
Market
Combine structured research with direct executive engagement.
Evidence
Keep the client informed as the market picture and candidate evidence develop.
03 | What Clients Can Expect
Practical value, made clear.
- 01A structured conversation rather than a stream of résumés.
- 02Clear reasoning for why each candidate is relevant.
- 03An account of strengths, open questions and comparison with the mandate.
- 04Direct challenge when the original specification is too narrow for the available market.
04 | For Candidates
A professional and discreet process.
- 01Professional, discreet contact based on a genuine connection to the mandate.
- 02Clarity about the opportunity, leadership context and process stage within confidentiality limits.
- 03A conversation that considers whether the opportunity makes sense for both sides.
- 04Respectful communication throughout the process.
05 | Expertise
06 | Working Principles
Understand before approaching
The search begins with the organisation, not a database.
Evidence before assumption
Recommendations are supported by research and conversation.
Context matters
Previous success must be interpreted for the new environment.
Clear communication
Clients and candidates should understand where they stand.
07 | Search Context
Where this work contributes.
- CEO and C-suite appointments
- Succession planning
- Talent mapping
- Leadership team design
- Senior talent strategy
- Market intelligence
08 | Selected Search Experience
Confidential by default.
Selected mandates are confidential and are therefore described by sector and leadership context rather than client name.
11 | Related Insights
Leadership under regulatory and technological pressure
An editorial preview on regulatory, clinical, commercial, digital and operational leadership in healthcare and life sciences.
The new risk leadership mandate
An editorial preview on risk, compliance, cybersecurity, AI, financial crime, regulation and board oversight.
Discuss a leadership requirement.
Discuss a MandateIf you are considering a senior appointment, succession question or board requirement, speak confidentially with Ashford Leadership Partners.
Contact the Team