Mandate Definition
We work with the hiring committee to define the role, the operating context, and the leadership profile — going beyond a job description to understand what success actually looks like in the first 18 months.
Executive Search
Executive Search
Specialist executive search for senior leadership roles across energy, semiconductor, and industrial businesses in Asia.
How We Approach Executive Search
Every search we undertake begins with a dedicated mandate. This means we commit our full attention, senior-level involvement, and network access from day one. The roles we fill — country general managers, VPs of fab operations, chief operating officers for industrial platforms — require a depth of assessment that rushed timelines do not permit.
Our approach starts with understanding the operating context. A VP of Supply Chain for a petrochemical company in Thailand faces different challenges than one in a Singapore-based energy major. The role title may look similar; the reality on the ground is not. We spend time with hiring committees, board members, and functional leaders to define not just the technical requirements but the leadership attributes that will determine success in that specific environment.
We then work through our established networks across Asia. Most of our candidates are not actively searching. They are running businesses, managing P&Ls, leading projects. We approach them directly, with a clear and credible articulation of the opportunity — because we understand the sector well enough to have that conversation as equals, not as intermediaries.
Typical Engagements
Recent mandates have included: a CEO for a regional renewable energy platform, a Head of LNG Operations for a Singapore-based energy major, a VP of Fab Operations for a semiconductor manufacturer expanding in Southeast Asia, a CFO for an industrial conglomerate preparing for an IPO, and a Country General Manager for a European energy major entering the Indian market.
These are roles where the margin for error is narrow, the candidate pool is finite, and the cost of a mis-hire extends well beyond the individual. A wrong appointment at this level disrupts strategy execution, unsettles teams, and can set an organisation back by years.
Our Process
Market Mapping
We identify and assess the relevant talent pool across competitors, adjacent sectors, and geographies. This includes leaders who are not visibly in the market but whose experience matches the mandate.
Candidate Assessment
Every candidate on our shortlist is personally assessed by the lead principal. We evaluate sector knowledge, leadership capability, cultural alignment, and motivation — not just credentials.
Shortlist & Appointment
We present 3-5 candidates with detailed assessment notes. We facilitate the interview process, provide structured feedback, and support the offer and onboarding stages.
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