For organisations looking to build impactful, passionate teams.
As our network has evolved, our search capability has grown. We understand the need to deliver a high quality product. Our business is founded on high levels of engagement and long term relationships, and many of our current clients have been with us since year one.
We have proudly watched our clients’ businesses grow and transform over a period of time and we have been flexible enough to adapt to their changing needs.
We recognise that cultural fit is as important as the ability to do the job, and so first seek to understand the DNA of your business. Then, via a highly developed search and selection capability, we will link you to candidates within our extensive network who match your requirements.
Our team will look to design an individual project plan for your assignment that relates to the specifics of your search. We are able to operate on a contingent basis where required, typically sourcing individuals with 4-8 years experience, while also being well versed in the execution of senior level executive search. Furthermore we have an excellent track record of delivering bespoke work, from graduate and MBA campaigns to talent pipeline projects and salary surveys.
It’s often tough to secure the right mix of skills and cultural fit and Cornell did a great job.
Founder & Chief Executive, Multiple Startups
An Oxford based consultancy, specialising in risk profiling for investors, was looking to grow significantly due to a promising new product. They wanted to hire a commercial and strategic individual, capable of advising the board and forming new commercial partnerships. Cornell was recommended for the project due to the maturity of its network of high-calibre individuals with entrepreneurial interests.
A project team from the Cornell Partnership met with the Founder/Chairman to analyse the role and discuss requirements including candidate track record, skills and cultural fit. We agreed a four week period of retained exclusivity to allow us to interrogate the market and conduct interviews. A longlist of 12 candidates was presented to give the client an idea of the breadth of options in the market. Having talked through the interview content in detail, we agreed a shortlist and established an interview timetable for a panel of directors. Final round interviews took place 2 weeks later.
In discussion with Cornell, a comprehensive offer package was put together in order to secure the favoured candidate. We maintained dialogue with a second candidate, as it was agreed that both would be worthy hires. The preferred candidate accepted, and has now spent over 12 months working with the management team developing their business case and agreeing deals with potential clients. He is expected to gain equity in the business as he continues to establish himself as a key hire.
Our corporate client had grown dramatically over a period of years, having made numerous acquisitions. A leading private equity house bought into the business 5 years ago, and a timeline for exit is in the process of being finalised. In view of this, the client has been seeking to build out the central operations function at a number of levels. We were mandated to secure a senior operations development specialist by the private equity business.
Over a number of meetings with both the PE team and the corporate operations team, we established some clear parameters for the search. The desired individual had a fairly unusual hybrid skillset, and we leveraged our network across the consultancy and corporate spaces. We also approached a number of individuals previously unknown to us due to the specialist nature of their background. We updated the client weekly on a constantly evolving longlist and shortlist to final round stage.
After a fairly extensive interview and case study process, the client decided to hire not one, but two individuals into the operations team. The execution of the process had enabled them to realise that there were two very distinct backgrounds available to them, each of whom could add value in a different way. Our relationship with the corporate client continues, and we are currently engaged on two further assignments with them.
A personal referral led us to build a long standing relationship with a serial entrepreneur who founded numerous startups post MBA. The first, a healthcare innovation business, received funding after a year in operation and at that stage we succeeded in finding them an investment and product guru. Our client retained equity in the business but went on to found two further businesses – it was during the evolution of the second of these that he called on Cornell to secure a Head of Strategy.
Our client called us saying he was looking for the impossible. A German speaking strategy consultant, with experience of a particularly niche area of the healthcare industry. We leveraged our candidate network going back some years and managed to find the perfect fit for the business. The chosen candidate was interviewed and offered within a 24 hour period.
The client is now looking to secure a 3rd round of funding. We retain an excellent relationship with them and are looking to hire further Strategy Associates into the team
“As an early stage startup our talent requirements are quite exacting. We have used Cornell several times, giving them a very precise brief, and were reassured from the start that they understood our specific situation. Under challenging circumstances they found a number of individuals who were a fit in terms of what we were looking for. It’s often tough to secure the right mix of skills and cultural fit and Cornell did a great job.”