C-level search is focused specifically on the top tier of leadership roles that define the organisation’s future and have the greatest strategic impact. Top management shifts are inevitable: leadership succession demands forward planning and courage. Yet too many boards are ill-prepared for C-level changes. Uncertainty and a breakdown in employee, brand and shareholder confidence often ensue.

At Amrop, we focus on those executives who play a strategic senior role within an organisation. We work with you to establish a robust process to ensure your new leaders are in the right place at the right time, facilitating difficult conversations in board meetings where necessary. Not only do we handle established CEO, CFO, COO or other CXO roles, we help you scope fast-emerging new roles and new business competencies, leadership skills and profiles.

As a retained executive search firm, we help you identify, attract and hire the executive leaders who will impact on your turnover, productivity, customer loyalty and profits.

As a leadership advisory firm, we know that good leadership creates employee engagement and passion. We work closely with you to ensure that your strongest internal talent is kept top-of-mind and provide tailored-made management audit and assessments, leadership development and talent programs that form the backbone of talent retention, succession and transition planning.

Organisations that hire and develop exceptional management teams from deep within are better placed to anticipate uncertainty and plan for succession. As your partner on internal senior talent management programs, we help you identify, position and develop your strongest internal players.

Amrop is much more than a retained search firm. We accompany your organisation through its executive life cycle, helping you to plan and facilitate the critical moments.

As C-suite experts we focus on senior, strategic executives, leveraging their experience and insight to elevate your culture, operations, and performance.

C-level search in Ireland is not simply about filling a vacancy. It is about securing the strategic future of the organisation. This requires:

• High confidentiality to protect both the organisation and the candidate
• Deep sector and market insight to access a limited pool of suitable candidates
• Rigorous assessment of leadership capabilities and cultural fit
• Board-level engagement to align the hire with long-term strategic priorities