Why clients choose
Max Pierce.
The right appointment helps your business become what it needs to be. We connect your five-year ambition with the capability, judgement and contribution required from your next leader.
WHAT MAKES THE DIFFERENCE
Six reasons to put your
next appointment in context.
A considered approach to an important business decision.
We start with the challenge behind the role.
In Stage One, our Pre-Hire Analysis examines where your business is today, what it needs to become over the next five years and the gap between them. We align stakeholders around the business challenge, culture and operating conditions. For replacement appointments, this can include an exit interview with the departing role holder where appropriate.
We define success before the search begins.
The Performance Blueprint translates the insights from Stage One into a clear brief, connecting the five-year business ambition with measurable 12-month outcomes and a first 90 days focused on learning and understanding. It gives stakeholders a shared basis for assessing the leader’s contribution.
We connect functional expertise with your context.
Our four specialisms are Sales Leadership, Legal, HR and Procurement & Supply Chain. Search and assessment consider both the demands of the function and the environment in which the person must deliver.
We examine how performance was achieved.
Structured assessment explores the individual’s contribution, the conditions they worked within and the resources they relied on. This helps you judge how relevant their experience is to your organisation.
We test the detail behind the story.
Specific reference conversations examine responsibilities, behaviours and outcomes. We look for evidence that supports the assessment and explore the questions that still need answering.
We connect selection with the work ahead.
The first 90 days prioritise listening, observation, reflection and understanding the business. Trusted relationships and a sound diagnosis help the leader judge what to preserve and what should change before moving to substantial execution.
A MORE INFORMED DECISION
Experience has value.
Its context gives it meaning.
A strong track record is a starting point. The questions behind it matter: what did the person build, what did they inherit, and how did their actions influence the outcome?
We connect that evidence with your organisation’s needs. The aim is to understand the capability required, the conditions for success and the support the appointment will need.
See how our methodology worksCLARITY THROUGH THE PROCESS
What your appointment
decision is built on.
A business-led brief
A shared understanding of the challenge, role and organisational context.
A Performance Blueprint
Defined priorities and outcomes against which candidates can be assessed.
Relevant assessment evidence
Specific examples and reference insights connected to the demands of the role.
A purposeful transition
Time and access to understand the business, build relationships and test assumptions before substantial change.