Executive Search - Executives in Africa

Executive and Senior Management Search

“Executives in Africa were nothing short of exceptional.”

Managing Director –
Financial Services

Executive Search is ideal for critical leadership hires and rare, high-demand technical skills. Top talent is usually well-protected inside organisations and not active on the open market. The only reliable way to reach it is through true search: mapping the market and proactively headhunting individuals in their roles. Most candidates hired this way - up to 85% - would never respond to job ads and may not be considering a move.

"I am always impressed by their keenness to get it right first time."

Head of TalentBanking

"Best in class, very intensive, detailed, highly empathetic and result oriented."

Group ExecutiveAgribusiness

"The chosen candidate is the perfect fit for our team."

Head of PeoplePharmaceutical

"I was struck by the energy and passion of Executives in Africa."

DirectorFMCG

"They provided us with candidates we were not aware of."

Managing DirectorInvestments

"We would not hesitate in recommending Executives in Africa."

Group HR DirectorTelecoms

The Search Process

Step 1

Stakeholder Briefing

This meeting brings together the client and our Consultant and Research Teams to define the critical requirements. It covers the organisation’s background, regional context, key people, growth plans and strategic direction to position the role effectively for candidates.

The discussion also outlines how the role fits into the organisation, including reporting lines and major first year deliverables. Essential skills, competencies and behaviours are also identified to ensure a strong fit and alignment with the organisation.

Step 2

Research & Mapping

We start with a blank slate, creating a target list of companies and locations, then shaping the pool of potential candidates. Access to a global database of 140,000 individuals supports this process.

Candidates are sourced through extensive networks, traditional telephone mapping, social media, detailed online research, past assignments, referrals, active sourcing and recommendations.

Step 3

Candidate Approaches

All approaches are handled by experienced executive search consultants and research associates using telephone or email outreach.

Our position as a global search consultancy headquartered in the UK provides important credibility when engaging potential candidates in early conversations.

This stage also allows for active networking and the identification of additional candidates when initial contacts are not personally interested.

Step 4

Initial Screening

The client’s identity remains confidential while candidates are screened for overall alignment with the critical requirements and genuine interest in the opportunity.

Contact is made with suitable mapped candidates, followed by in-depth screening for those who show clear motivation to proceed.

Candidates who appear suitable are asked to provide a current CV to confirm their intention to progress and to support a more detailed assessment of their fit with the client’s needs.

Step 5

Interim Shortlist Meeting

This step provides a level of transparency not offered by all executive search firms.

The raw mapping data is reviewed, shortlisted candidates are discussed, and any questions, market feedback and salary insights are addressed.

The Interim Shortlist Report typically presents 15 to 20 candidates recommended for the next assessment stage, with any additional strong candidates included later in the Final Shortlist Report.

Step 6

Candidate Assessments

A range of assessment options is available, each offering increasing depth of evaluation, with psychometric and leadership tools added as needed.

Initial CV-based interviews gather evidence of skills and early behavioural fit. Written evidence then confirms experience, performance, motivations and leadership style, including responses to real challenges related to the role. This material provides a consistent basis for comparison and insight into written and verbal communication.

Candidates progressing further take part in a competency- and scenario-based interview, a rigorous stage that tests how they achieve results through simulated situations and detailed questioning.

Step 7

Final Shortlist Presentation

This stage brings together all prior work in a meeting where the Final Shortlist of recommended candidates is presented. The shortlist is supported by a report detailing the process, key facts and figures, reasons some candidates declined and market perceptions of the client.

Each shortlisted candidate is accompanied by an individual report that includes a career overview, written evidence, an achievement-focused CV and the consultant’s assessment of suitability.

Step 8

Client Interviews

Once the client selects candidates for interview, direct interaction between both parties begins.

Executives in Africa coordinates the interview schedule, prepares candidates for the process and collects feedback after each discussion while managing expectations throughout.

Step 9

Candidate Appointment

This is the most critical stage of the process. The offer must align with the agreed levels and grades, ensuring both client and candidate encounter no surprises.

We provide guidance and support in preparing and extending the offer to the selected candidate.

Executive and Senior Management Search

The Search Process

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