Board Search
Build the governance capability your next chapter demands.
The right director does more than fill a seat. They bring governance judgement, relevant experience and a perspective that strengthens the board as a whole. Kerridge & Partners helps boards identify and appoint independent directors who can contribute meaningfully to the organisation’s next phase.
What we do
Board Search is the process of identifying and appointing independent directors.
It requires a different lens to executive search: the focus is on governance capability, experience at the governance level rather than simply the executive level, diversity of perspective, and the contribution a director will make to the collective effectiveness of the board.
Board recruitment in New Zealand is often prompted by a vacancy, but the more important question is what the board needs for the decisions ahead. A director appointment can shape the quality of challenge, judgement and discussion around the table for years to come.
That is why we begin with the board’s context rather than a standard director profile. We look at its current composition, strategic direction and the capability or perspective that will add most value — including the less tangible qualities that will complement the existing board dynamic.
From there, we run a structured market search across New Zealand and Australia, and further afield where appropriate. We assess candidates against the agreed profile and give the board a clear view on each shortlisted candidate, supporting a confident and well-considered appointment.
Who we work with
Board Search is for boards appointing a new independent director.
This may mean replacing a departing member, responding to a gap in skills or experience, or taking a deliberate approach to board composition over time.
The trigger may be an upcoming retirement, a strategic shift that has exposed a capability gap, a board evaluation that has surfaced a need, or a period of transition in the ownership or leadership of the organisation.
We work with listed companies, private businesses, family enterprises, Crown entities and not-for-profits. A brief may call for financial expertise following the retirement of an audit committee chair, or a first independent director who can add value while respecting the culture of a family-owned business.
In each case, the need is bigger than finding an available director. The board is making a decision about its future capability, which calls for discretion, rigorous assessment and a willingness to look beyond familiar names.
Our track-record in the New Zealand & Australian market is unrivalled.
Kerridge & Partners has appointed scores of Board positions in NZX50 companies, including some of the nation’s most iconic and cherished brands.
Our approach to Board Search
A director brief should begin with the board you have, and the board you need next.
Read the board in context
We start by understanding the board’s current composition, how it works, where the gaps are and what the strategic context demands. This creates a grounded view of the contribution the next director needs to make, rather than simply the role they need to fill.
Define the contribution required
We translate that context into a clear director profile: the skills, experience, governance track record and personal qualities required. The aim is a brief that gives the board clarity on what matters most and how the new director should complement the existing dynamic.
Search the full market
We identify candidates across New Zealand and Australia, and further afield where the brief warrants it. Our search is designed to reach the relevant market, including leaders whose governance experience, perspective and potential contribution may not be immediately visible through existing networks.
Bring a clear view to the decision
We assess candidates against the agreed profile and present a shortlist with our view on each. We then support the board through its decision and manage the logistics of the appointment process, helping move from consideration to appointment with clarity.
Common questions about Board Search
What does board recruitment involve?
Board recruitment involves more than identifying potential directors. A strong process begins with understanding the board’s current composition and strategic context, then defining the capability and perspective required, searching the relevant market, assessing candidates and advising the board through the appointment.
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Board Search focuses on governance capability and the contribution an individual will make to the collective effectiveness of the board. This requires consideration of governance track record, diversity of perspective, board dynamics and the organisation’s strategic context — not simply executive experience or functional expertise.
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A search may be triggered by a planned retirement, a skills gap, a strategic shift or a need identified through a board evaluation. Beginning with a clear view of the future capability required helps ensure the appointment is deliberate, rather than simply a response to a vacancy.
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Deliberately and structurally. We build diversity into the brief from the outset — not as a checkbox, but as a genuine capability question. Our Deloitte-verified process ensures every search is conducted with a broad and inclusive lens. More than 41% of our appointments are women.
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Item description
The right director strengthens every decision that follows.
Whether you are responding to an immediate vacancy or planning the board your next phase requires, a director appointment deserves thoughtful preparation and a clear view of the market.
We welcome a confidential conversation about your board requirements.
⬥ Discuss your Board requirements
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