We hire the people who build the IP — PhDs, ex-regulators, ex-quants, ex-Big-Four governance partners. Not generic consultants.
Every partner here is the author of a discrete piece of the engine. There is no billable-hour treadmill, no associate-track buffer between you and the chair, and no slide-deck-shaped career path. You ship infrastructure. The infrastructure decides whether CEOs succeed.
Six archetypes. Six different backgrounds. One shared standard of evidence.
- 01PhD in Econometrics, Statistics, Operations Research or Computational Social Science
- 02Published work in derailment modelling, executive selection or board composition
- 03Production experience with Bayesian inference, survival analysis or causal models
- 04Comfortable defending model choices to a regulator, a chair and a journalist in the same week
- 01Former senior counsel or senior supervisor at a prudential or securities regulator
- 02Deep familiarity with at least three governance regimes (e.g. ASX, UK, SEC, MAS, EU)
- 03Track record of writing or enforcing director-suitability or skills-matrix guidance
- 04Capable of encoding regulatory language directly into the firm’s skills-matrix backbone
- 01Senior software engineer with production ML experience at scale
- 02Worked on behavioural signal extraction, event-stream architectures or decision-velocity instrumentation
- 03Comfortable shipping low-latency inference services into board-grade environments
- 04Background in cognitive science, neuroscience or experimental psychology preferred
- 0120+ years governance experience; former lead independent director or NomCo chair
- 02Has personally led at least one CEO succession at an ASX 100 / FTSE 100 / S&P 500 scale entity
- 03Fluency in board-grade discourse without falling back on consulting clichés
- 04Comfortable being held to a measurable diagnostic, not a slide deck
- 01Former CEO, COO or Chief HR Officer of a listed entity, or senior partner from a top-tier search firm
- 02Track record of architecting and executing CEO transitions with auditable post-mortems
- 03Willingness to abandon the retained-search playbook in favour of empirical methodology
- 04Active sector relationships in financial services, energy, technology or healthcare
- 01Former senior officer at a sovereign wealth fund, central-bank-adjacent body or major pension capital
- 02Multilingual; comfortable in GCC, ASEAN, Continental European and North American settings
- 03Track record of structuring governance dialogue between issuers and sovereign-scale capital
- 04Discretion temperament suitable for code-named engagements
Eight roles. Five offices. Decisions within five business days.
Practice Lead — CEO Succession (Sydney)
Lead the flagship CEO Succession practice across ASX 100 and APAC sovereign-backed entities. Sit on engagements end-to-end as the chair’s direct counterpart.
- ·20+ years executive or governance experience
- ·Personally led ≥2 CEO transitions
- ·Fluent in APRA CPS 511 and SOCI Act
- ·Comfortable being measured on derailment risk reduction
Practice Lead — Chair Advisory (London)
Anchor the UK chair practice. Own continuous board-effectiveness mandates across FTSE 100 issuers and major regulated firms.
- ·Former lead independent director or NomCo chair
- ·Deep fluency in UK Corporate Governance Code and FCA SMCR
- ·Track record of activist-letter defence
- ·Comfortable presenting telemetry to a hostile audience
Senior Quantitative Governance Scientist
Extend the derailment-vector model and the seven-dimension Cognitive Architecture Stack. Publish methodology under the firm’s reproducibility standard.
- ·PhD in a quantitative discipline
- ·Production experience with Bayesian / survival / causal models
- ·Published peer-reviewed work
- ·Comfortable defending models to chairs and regulators
Regulatory Architect — MAS & HKMA
Encode MAS, HKMA and SGX governance guidance directly into the skills-matrix backbone. Lead regulator-facing engagements across ASEAN.
- ·Former senior supervisor or senior counsel
- ·Deep fluency in MAS Code of Corporate Governance
- ·Mandarin or Cantonese preferred
- ·Willingness to publish regulator-facing methodology
Senior Behavioural Telemetry Engineer
Own the low-latency inference path for the live successor-ranking model. Ship board-grade systems to a 0.02ms latency budget.
- ·Senior ML engineering background
- ·Event-stream and feature-store production experience
- ·Comfortable with formal SLOs and audit-trail requirements
- ·Bonus: cognitive science background
Sovereign-Capital Liaison — GCC
Anchor sovereign-fund and central-bank-adjacent engagements across the GCC. Bridge the firm to Saudi CMA, ADGM and DIFC governance dialogue.
- ·Former senior officer at sovereign wealth or central bank
- ·Arabic and English required
- ·Discretion temperament for code-named engagements
- ·Active board-level network across the GCC
Director — Executive Assessment (New York)
Run the North American assessment practice. Own the empirical replacement of MBTI / off-the-shelf 360 / consultant gut-feel.
- ·Background in I/O psychology, neuroscience or behavioural economics
- ·Track record of board-grade reporting
- ·Comfortable retiring legacy psychometrics
- ·Bilingual preferred
Director — Algorithmic Search (London)
Run the empirical search practice across EMEA. Own the algorithmic shortlist construction methodology and the bias-vector sweep.
- ·Former senior partner from a top-tier search firm or quantitative researcher
- ·Familiarity with algorithmic fairness
- ·Willingness to abandon the black book
- ·Hands-on technical fluency
Four stages. Identical evidentiary standard to a client engagement.
We ingest your dossier into the same engine that scores candidates for our clients. You are evaluated on the same evidentiary basis from minute one.
Sixty minutes with the Managing Partner of the relevant practice. No screening calls. No HR intermediation.
A three-hour simulation built on a redacted real engagement. We observe decision velocity, ambiguity tolerance and reasoning depth.
Two or three partners across practices. Decision delivered within five business days. Compensation discussion attached to the offer, not before.
Six structural commitments. Not perks. Not slogans.
Performance is measured on the empirical impact of the IP you ship, not on hours logged or relationships rented.
Every senior hire receives equity. We are a firm building durable IP — not a billable-hour shop.
We are paid on subscription and outcome. You are paid to ship infrastructure that scales, not to inflate timesheets.
Within twelve months of joining, you are sitting opposite chairs of listed entities. No layered associate-track buffer.
We publish our methodology. Your work is held to peer-review-grade reproducibility — and credited to you.
Sydney, Singapore, London, New York, Dubai. Internal mobility is structured and frequent, not symbolic.