Start with the business problem
Ask what the incoming executive must accomplish rather than relying only on an existing job description.
Principal Consultant | Executive Search & Leadership Advisory
Edmund Hargrove
The business problem comes before the search specification.
Executive Search | Leadership Advisory | Senior Leadership
Verified location to be added
01 | Background
Edmund works with organisations facing leadership appointments where the challenge extends beyond finding someone with the right technical credentials.
His work combines executive search with leadership advisory. He considers the organisation's stage of development, ownership structure, strategic priorities and existing leadership team before determining what the incoming executive needs to bring.
This is particularly relevant where a role has evolved or the original specification no longer reflects the organisation's actual requirement. His work can cover senior functional leadership, C-suite appointments, succession and leadership team changes.
02 | How I Work
Read the system
Consider ownership, stakeholders, culture, team dynamics and market conditions together.
Examine motivation
Understand why the opportunity is relevant to the candidate and what conditions matter.
Clarify the decision
Separate what looks attractive on paper from what is likely to matter in the role.
03 | What Clients Can Expect
Practical value, made clear.
- 01Direct discussion about the true leadership requirement.
- 02Candidate recommendations that explain both strengths and areas for further examination.
- 03Constructive challenge when the role specification does not reflect the market.
- 04Clear reasoning behind every serious recommendation.
04 | For Candidates
A professional and discreet process.
- 01A discreet and realistic discussion about the opportunity.
- 02Enough context to decide whether a conversation is worth pursuing.
- 03Protection of information that remains confidential to the client.
- 04Clarity when an opportunity is not appropriate.
05 | Expertise
06 | Working Principles
Understand the real requirement
A job description is a starting point, not always the full mandate.
Assess in context
Experience must be considered against the organisation's actual circumstances.
Challenge constructively
If the specification does not reflect the market, the client should know.
Keep the decision clear
The reasoning behind each recommendation should be understood.
07 | Search Context
Where this work contributes.
- C-suite search
- Senior functional leadership
- Leadership assessment
- Succession planning
- Organisational change
- Confidential appointments
08 | Selected Search Experience
Confidential by default.
Selected mandates are confidential and are therefore described by sector and leadership context rather than client name.
09 | Related Industries
11 | Related Insights
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