Our Approach

The best outcomes begin before the search begins

We believe the most important work in any search or succession engagement happens before the first candidate is contacted. Getting the brief right is what separates a good outcome from a great one. That means understanding the organisation, the context, the leadership team, and what success will actually look like in the role.

We invest deeply in this early thinking. It shapes the quality of the market work, the strength of the shortlist, and the longevity of the final appointment.

Our Approach Kerridge and Partners Executive Search New Zealand Australia

A considered process

Our executive search and succession process is structured, disciplined and thorough, but never rigid.

Every engagement has its own context. A CEO appointment, board search, succession process or senior leadership appointment each requires careful judgement about the organisation, the market and the people involved.

Our role is to bring clarity to that process. We help clients define what they need, test their assumptions, understand the available market, and make confident leadership decisions.

88%
Placement Rate

CEO’s placed into the
right organisations

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Client experience

Honest advice, not just comfortable advice

Clients engage us because they want our view.

That means we are prepared to challenge thinking when we believe it will lead to a better outcome. We will be direct if the market is telling us something different from the original brief, if a role needs to be reframed, or if a candidate profile needs to evolve.

Honest advice is not always the easiest advice to give, but it is often the most valuable.

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What clients can expect

Proactive and direct communication

We communicate proactively and honestly throughout the process, including when a search is taking longer than expected or when market feedback suggests the brief needs to evolve. Clients should never need to chase us for an update.

Senior involvement in every engagement

Senior partners are involved throughout every engagement, not just at the beginning. We are clear about who is doing the work, what is happening at each stage, and what the client can expect from us.

Our process is built on discipline, transparency and judgement — because leadership decisions matter.

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How we work

We begin by building a thorough understanding of the organisation, the role, the leadership context and the success criteria. This stage is critical. It ensures the search is anchored in what the organisation genuinely needs, not simply what has worked before.
We identify the full candidate universe, not just those who are visible or actively considering a move. This gives clients a broader and more accurate view of the market before decisions are made.
We approach candidates with care, discretion and senior-level attention. The way a candidate is engaged shapes their perception of the opportunity, the organisation and the process itself.
We assess candidates through a structured lens, considering capability, judgement, motivation, leadership style and alignment with the organisation’s context.
We present a considered shortlist with a clear view of each candidate and our recommendation. Our focus is on helping clients understand the strengths, risks and potential of each person under consideration.
We support clients through the final stages of the process, helping navigate discussion, referencing, offer management and the decision itself.
Our work does not end at appointment. We provide onboarding guidance and follow-through to help support the leader, the board and the organisation through the transition.