Know the landscape before you commit to the search.
Many of our best searches did not start as searches. They started as mapping engagements, a client who wanted to understand the executive landscape before committing budget and months to a mandate. Talent mapping is that intelligence: who leads where, who is movable, how deep the bench really is, and what it will take to win the person you want.
What It Is
Talent mapping is a structured study of the leadership market in your sector and scope: named organizations, role structures, compensation context, and movability signals, delivered as a working document you keep. It is not a teaser for a search pitch. It stands on its own, and it is yours whether or not a search ever follows.
Why It Works
Most failed searches fail before they begin, scoped against a market nobody actually measured, chasing a profile that barely exists at the target compensation. Mapping removes that risk. You see the real market before you commit, the search that follows starts with the landscape work already done, and sometimes the map shows the answer is already inside your organization.
PHASE 01
Define the scope
We agree on the roles, sectors, and geographies that matter, and what you need to learn: succession depth, competitor structures, or the availability of a specific profile.
How It Works
PHASE 02
Map the market
We build the landscape using the same research engine that powers our retained searches, AI informed market intelligence layered with direct sourcing and the judgment of a senior partner who knows the territory.
PHASE 03
Deliver and decide
You receive the map, we walk through it together, and you decide what happens next: launch a search, develop from within, or simply hold sharper intelligence than your competitors.
When Mapping Comes First
Before a search
Test the depth of the market before committing to a full engagement.
Before a deal
Confidential intelligence on a target company's management team, and the outside talent available to strengthen it, before the papers are signed.
Succession planning
See how internal candidates measure against the external market before a transition forces the question.
Market entry
Entering a new segment or geography starts with knowing who already leads there.