Start with the business, not the organisation chart. Where are you heading? What outcomes do you need, and what’s actually standing in the way?That answer tells you what’s really missing - a new seat, a different person in an existing one, or new skills across the team. From there, any restructuring can happen first, so you end up recruiting into the right shape, instead of hiring someone hoping they fit around the wrong one.

Executive search is generally reserved for senior, business-critical roles - think CEO, General Manager, C-suite and Integrator positions - along with critical specialist roles whose impact is far bigger than the role suggests.Seniority alone isn't the real test, though. It's consequence: how costly it would be to get the appointment wrong, and how much value the right person creates.

If you know where your business is going, and it genuinely matters that it gets there, then who's running and delivering that work matters just as much.Most owners eventually feel the gap between someone who's okay in a role and someone who's exceptional. If that difference matters to you, search is worth it.