At Moxie, we follow the below process:1. Understand the role. We start with the thinking behind it and ask you questions, like ‘why this role?’, ‘why now?’, and ‘how does it fit with where the business is heading?’. That rationale has to hold up before anything else happens.2. Define the fit. We get clear on the behaviour, values and attributes the seat actually demands, and hold that standard through the whole process to keep things honest.3. Search and approach. We map the market and approach the right people directly: acting as an arm's-length conduit so neither client nor candidate is exposed. That allows us to reach people that advertising and word-of-mouth simply can not.4. Assess and deliver. From shortlisting through to offer, every name you see comes with clear reasoning behind it.

Most executive search and recruitment engagements run around 8 to 14 weeks from kickoff to signed offer, though it varies with the role and the market. It’s helpful to be mindful that multi-roles or succession engagements can often run longer.The biggest factor isn't the process itself: it's the seniority of the people involved. The strongest candidates are usually already in demanding roles, and so are our clients, so timelines come down to aligning the availability of both parties. Getting the brief right from the start still saves time later.

We like you to be closely involved - especially early on. In a private business, the owner's part of most important decisions, and appointing a senior leader is no exception.From there, we take on the heavy lifting: identifying and approaching people, running the process and interviews, getting candidates where they need to be, and handling negotiation along the way. That doesn’t mean you step back, though. It's a genuine partnership with shared responsibility, and staying involved is part of what makes the outcome hold.