SATIGO
SENIOR SEARCH HIRING
Critical Hires.
Done Right.
Finding exceptional senior people takes more than a database and a job description.
It takes knowing where to look, knowing how to engage people, and staying close until the right person is in the role.
GRADE 6 · SCS1 · SCS2 · SCS3 · SCS4
Business critical leadership.
01 / ABOUT SATIGO
Senior search is ultimately about people.
We help organisations make senior appointments that really matter.
We bring structure and rigour to every search. But what makes the difference is much simpler.
We get to know the organisation.
We understand the people.
We build relationships.
We see it through.
0
In role beyond 12 months
SELECTED CLIENTS
UK National Wealth Fund · iPSL · EBRD · MUFG
Public Sector
Regulated Organisations
Financial Services
GCA Framework
02 / SENIOR LEADERSHIP
Different organisations. The same challenge.
Every senior appointment is different. The organisation is different. The personalities are different.
The market is different. And the reasons someone will consider moving are different.
That is why we never treat senior search as a database exercise.
01 / GRADE 6 · SCS1 · SCS2
Business critical leadership.
Senior appointments across government, regulators, ALBs and publicly financed organisations.
We understand the scrutiny around these appointments while never losing sight of the person behind the process.
Central Government · ALBs · Regulators
02 / SCS3 · SCS4
Director General & Permanent Secretary.
For the most senior appointments, relationships, discretion and judgement become even more important.
We approach every search personally and carefully, representing your organisation in every conversation.
Permanent Secretary · Director General · Board
03 / OUR APPROACH
Four things we believe about senior hiring.
01 /
People are more than their CV.
Experience gets someone into the conversation. How they think, lead, listen and engage tells us whether they belong in the role.
02 /
Relationships uncover better people.
Some of the strongest candidates aren't looking. They will have a conversation with someone they trust and who gives them a genuine reason to listen.
03 /
Judgement matters.
No scorecard replaces experience and judgement. Our process gives us the evidence. Our job is to understand what that evidence means.
04 /
We see it through.
We don't disappear when the shortlist is delivered. We stay close through interviews, decisions, offer, notice and onboarding.
04 / UNDERSTANDING PEOPLE
What are we really looking for?
Experience matters. But at senior level, most credible candidates have experience.
We spend time understanding the person behind it.
01 /
Curiosity
Do they listen?
Do they ask good questions?
Are they still learning?
02 /
Insight
Can they make complicated things simple?
Can they see what others miss?
Can they make good decisions with incomplete information?
03 /
Engagement
How do people respond to them?
How do they talk about their teams?
Do they bring people with them?
04 /
Determination
What happens when things get difficult?
Do they take responsibility?
Can they change their mind when the evidence changes?
We don't ask people to tell us they have these qualities.
We look for them throughout the relationship.
05 / OUR SEARCH
A structured search. A very human process.
Every search follows a clear structure. But senior people should never feel like they're
simply moving through a recruitment process.
01
Understand
The Brief
Get underneath the brief. What does success look like? What needs to change? What kind of person will thrive here?
02
Find
The Market
Map the market properly. Not just applicants. Not just our database. The people we genuinely believe you should meet.
03
Engage
Conversations
Start conversations. Often with people who aren't looking and need a genuine reason to listen.
04
Get to Know
The Person
Their career. Their motivations. Their leadership style. Their ambitions. And what might make the opportunity right or wrong for them.
05
Bring Together
Shortlist
Introduce the people we believe in. We explain why and stay close through every interview and conversation.
06
See It Through
Onboard
Stay until it's done. Offer. Notice. Transition. Onboarding. And we stay in touch after they join.
The process gives us consistency.
The relationships make it work.
06 / BEYOND THE INTERVIEW
You learn a lot about someone over time.
A senior search isn't one interview. It's a series of conversations and interactions
that gradually tell you who someone really is.
First Conversation
What interests them enough to have the conversation?
Getting to Know Them
What motivates them? What matters to them? What would they never compromise on?
Assessment
How do they think? How do they communicate? How do they talk about the people around them?
Client Meetings
Is the connection genuine? Are both sides having the right conversation?
Decision
Are there concerns nobody is saying out loud?
Offer
What really matters when the decision becomes real?
After They Join
Did we get it right?
You don't learn all of that from an interview. You learn it through a relationship.
07 / OUR WORK
Why leading organisations keep coming back.
Senior hiring isn't simply about finding someone with the right experience. It's understanding why the right person would join,
what might stop them, and how to position the organisation in a market where the best people have choices.
That's where our relationships matter.
iPSL
Bringing new leadership into an established business.
Senior Hiring Partner · Financial Services
The Challenge
Competing for senior talent against fintechs and AI businesses. How do you get the market to see past cheque processing to the technology and transformation inside iPSL? At the same time, increasing female representation on the senior team.
What We Do
Take the real iPSL story to the market. Identify leaders who bring fresh thinking into an established organisation, then have the conversations that explain why iPSL is worth considering. For the COO, we drew on senior-female relationships built long before the assignment.
The Relationship
Diversity
Female representation
MUTB · MUFG
Attracting fresh leadership into a different kind of bank.
Corporate Senior Hiring Partner · Banking
The Challenge
MUTB is less visible than mainstream banks and can't always match their compensation. How do you persuade established leaders to consider a bank they may know less about, and bring fresh thinking into a highly regulated, international, cross-cultural organisation?
What We Do
Reach beyond the obvious banking pool. Understand what MUTB wants a new leader to change, then create the conversation around the wider opportunity: influence, culture, international exposure, impact. Diversity is part of that; we deliberately widen the market.
UK National Wealth Fund
Building the organisation as it grows.
Corporate Hiring Partner · Public Finance
The Challenge
NWF is growing fast. It needs specialist corporate talent concentrated in London. But it's based in Leeds, on public-finance pay, with a strong diversity commitment. Historic hiring came through personal networks. That works to a point.
What We Do
Act as an extension of the hiring team. Build the search around the real objections: why Leeds, why public finance, why less money, why NWF. Then identify people for whom purpose, influence and nationally significant investment outweigh a purely pay-led decision.
The Relationship
Diversity
Beyond referrals
Three organisations. Three very different hiring challenges. We don't start with our database. We start with the organisation.
08 / WIDENING THE SEARCH
Better search means looking wider.
Diversity isn't something we try to fix when we reach the shortlist.
It starts with where we look, who we speak to and whether people believe they will genuinely be considered.
We deliberately search beyond the obvious networks and familiar profiles.
But we never confuse diversity with lowering the bar.
Widen the field.
Find exceptional people.
Make the best appointment.
50%
Average diverse representation within senior shortlists
98%
Placements still in role beyond 12 months
90%
Clients returning for another appointment
4.8/5
Average candidate experience
09 / HOW WE TREAT PEOPLE
How we treat people matters.
Candidates remember how a search firm treated them. Whether they get the job or not,
they also remember the organisation we represented.
Everyone gets respect
We communicate properly. We don't leave people wondering what happened.
Difficult conversations happen
If someone isn't progressing, we tell them. Personally.
Relationships continue
Today's unsuccessful candidate could be tomorrow's perfect appointment, client or advocate.
Your reputation matters
Every conversation we have in the market represents your organisation as much as ours.
A search should leave your reputation
stronger than when we started.
10 / WHAT YOU CAN EXPECT
A few things you can expect from us.
01 /
We will challenge the brief.
If we think something will stop you finding the right person, we'll tell you.
02 /
We will tell you what the market is saying.
Even when it isn't what either of us wanted to hear.
03 /
We won't send CVs for the sake of it.
Every person we introduce will have a reason for being there.
04 /
We will protect your reputation.
Every candidate conversation reflects your organisation.
05 /
We will stay close.
No disappearing once interviews start.
06 /
We will see it through.
Until the person has joined and everyone is confident the appointment is working.
11 / ASSURANCE
Human search. Properly governed.
Relationships and judgement sit at the heart of our search.
Around them sits the structure and governance expected of senior and public appointments.
GCA Framework
Executive Search Supplier · Grade 6, SCS1 to 4
Public Appointments
Structured and auditable process
Data & Confidentiality
GDPR and UK DPA 2018
SEARCH ASSURANCE
Structured assessment
Documented decisions
Diversity considered from the outset
Candidate and client follow up
Rigorous enough for scrutiny. Human enough to find the right person.
SATIGO
A critical hire
on the horizon?
"The best senior appointments aren't found in a database. They're found through conversations, relationships and trust."
We bring the structure to make the search rigorous.
We bring the relationships and judgement to make it work.
And we stay with you until the right person is in the role.
Start with a conversation.
Discreet. Diverse. Defensible.