Most search firms treat candidates as inventory. You send a CV, it disappears, and if you are lucky someone calls when a role happens to match. That is not how a partner-led search works, and it is not how we work.
What working with us actually involves
- A real conversation before anything else. Twenty minutes on what you have actually run, what you want next, what you would not move for, and what you are worth in the current market. No CV required to start.
- Your details never move without your permission. We do not circulate CVs speculatively. Every client your profile goes to is named to you first, and you decide.
- You hear back, including when it is a no. Being ghosted after a final-round interview is the most common complaint senior candidates have about this industry. If a client passes, you get told, and where they give a reason we pass it on.
- Honest counsel on the offer. Including when our honest view is that you should stay, or that the counter-offer is the better outcome. We would rather lose a fee than place you somewhere you leave in a year.
The conversation worth having when you are not looking
The best time to talk to a search partner is when you have no intention of moving. It costs you twenty minutes and it means that when something genuinely relevant appears, we already know what would move you.
It also gets you something concrete: an honest read on what your profile is worth in the current market, by city, sector and company stage. Most senior finance and technology leaders are benchmarking against what they were offered two or three years ago, which is materially out of date.
Where we search
We cover senior finance and technology leadership only. If your level or function sits outside this, we will tell you straight rather than hold your CV on file indefinitely.
- Finance leadership — CFO, Finance Director, Financial Controller, Head of FP&A, Head of Treasury, Head of Compliance
- Technology leadership — CTO, CIO, VP Engineering, Head of Product, Delivery Director
- GCC and India-entry leadership — GCC Finance Heads, Site Leaders, Controllers for US and global parents building India operations
- Markets — India, the UAE and Gulf, the UK, and India centres of US and global companies
If you trained in India and now work in the Gulf, the UK or the US
A large share of senior finance leadership in Dubai, Abu Dhabi and London qualified as Chartered Accountants in India and moved mid-career. If that is you, we are probably the search partner who understands your background best — where you trained, what your Indian experience actually signals, and how it translates in your current market.
That works in both directions. We place Indian-origin leaders into Gulf and UK roles, and we work with people who want to move back to India into a senior seat, often at a global capability centre where their overseas experience is the differentiator rather than a complication.
If you carry US GAAP and India statutory depth
That specific combination is the scarcest profile in the Indian finance market, and demand from US and global companies building India teams consistently exceeds supply. If you can close a month under a US parent's policy and sign India statutory filings, you are worth more than the domestic benchmark for your title, and you should know that before your next conversation about compensation.
What we will not do
Send your CV out speculatively
Not to build a relationship with a client, not to demonstrate market coverage, not for any reason. A circulated CV can reach your current employer and burns you with a company you might want later.
Pretend a role fits when it does not
If the level, the scope or the compensation is wrong for you, we say so rather than putting you through a four-stage process to find out.
Charge you anything
Candidates are never charged. Fees are paid by the hiring organisation. Any firm asking an Indian candidate for money is not doing executive search.
Approach you again once you have said no
If you tell us the timing is wrong, we note it and come back when you asked us to — not every quarter.
Introduce yourself
Confidential, and it goes to a senior partner rather than a database. No CV needed to start — a few lines is enough.
A note on how this industry treats candidates
The commercial reality is that we are paid by hiring organisations, not by you. That is true of every executive search firm and anyone who implies otherwise is being slippery about it. What it does not mean is that candidates are inventory. The leaders we place become the people who hire us in five years, and a search partner who treats a candidate badly is trading a long relationship for a single fee. We would rather have the relationship.
Will you share my CV without asking me?
No. Your details are never sent to a client without your explicit permission for that specific role, named to you in advance. This matters more than candidates realise: a CV circulated speculatively can reach your current employer, and it burns you with a company you might genuinely want later.
I am not looking right now. Is it worth talking?
Usually yes, and the best time is when you are not looking. A twenty-minute conversation now means that when a genuinely relevant mandate comes up we already understand what would move you and what would not. It also means we can tell you what your profile is worth in the current market, which is useful information whether or not you ever move.
Do I pay anything?
No. Candidates are never charged. Our fees are paid by the hiring company. Any firm asking a candidate for money in India is not doing executive search.
What roles do you actually work on?
Senior finance and technology leadership: CFO, Finance Director, Financial Controller, Head of FP&A, Treasury and Compliance leadership, plus CTO, VP Engineering and GCC leadership roles. Across India, the UAE, the UK and India centres of US companies. If your level or function sits outside that, we will tell you rather than keep your CV on file indefinitely.
Will you keep me updated if I am in a process?
Yes, including when the answer is no. Being ghosted after a final interview is the single most common complaint senior candidates have about search firms. If a client passes, you get told, and where the client gives a reason we pass it on.
What if I am a US GAAP-qualified finance leader in India?
That combination — US GAAP fluency alongside India statutory depth — is the scarcest profile we search for, and it is in constant demand from US and global companies building India teams. If that describes you, it is worth being on our radar even if you are settled.