Executive Recruitment — C-Suite and Senior Finance Search

Exec Recruitment

Most executive searches that come to FD Capital have a finance leadership dimension. Businesses looking for a CFO, Finance Director, or NED with financial expertise make up the core of our practice. But we also recruit across the full C-suite — CEOs, COOs, and other board-level and senior management roles — where the brief calls for it and where our network and approach add genuine value.

Our CFO recruitment and Finance Director recruitment capabilities are the foundation of what we do. Executive recruitment is the broader context in which those capabilities sit.

“Adrian worked with us as our Fractional CFO for six months and we are genuinely grateful for the contribution he made. His financial expertise and calm, professional approach gave us confidence in our numbers and supported better decision-making across the business. I would recommend Adrian and FD Capital without hesitation.” — Josh Haugh, MAS Technicae Group (International) Ltd, West Sussex”

FD Capital handles executive and senior management recruitment across the following disciplines:

• Chief Financial Officer (CFO) and Deputy CFO
• Finance Director (FD) — full-time, part-time, fractional and interim
• Chief Executive Officer (CEO) and Managing Director (MD)
• Chief Operating Officer (COO)
• Non-Executive Director (NED) and Chair
• Group Financial Controller and Head of Finance
• VP Finance and similar senior finance leadership titles

For NED and Chair appointments, our dedicated NED recruitment practice handles these as a distinct search process

Senior executive hiring is different from operational recruitment in three important ways. First, the best candidates are rarely actively looking — they are performing well in their current roles and will only move for the right opportunity. Second, a wrong appointment at this level is expensive to undo: replacement costs, management distraction, and the reputational impact of a visible leadership failure all compound quickly. Third, the brief itself often needs refining before the search begins — what a business thinks it needs and what it actually needs are frequently different at executive level.  For searches that span the full executive team rather than a single appointment, our C-suite recruitment practice covers multi-role mandates across the senior leadership tier.

The CIPD’s research on senior hiring consistently shows that organisations underestimate the complexity of executive appointments and the value of specialist search support at this level. We take a structured approach to every brief precisely because of this

1. Brief and Scoping

Before we begin any search we take a full brief. For executive roles this means understanding not just the job description but the dynamics of the leadership team, the stage of the business, any sensitivities around the current incumbent, and what ‘success’ looks like twelve months after the appointment. We often push back on the brief where we think it needs refining — a brief that is not properly formed produces a shortlist that does not solve the problem.

2. Market Mapping and Candidate Identification

We draw on our network and conduct targeted outreach for each search. We do not rely primarily on job board responses for executive roles — the candidates worth speaking to are rarely applying to advertised positions. Our finance specialism means we have long-standing relationships with senior finance executives who trust us to bring genuine opportunities to their attention.

3. Assessment and Screening

Every candidate we present has been through a substantive conversation with a senior member of our team. We assess not just capability and track record but cultural and interpersonal fit for the specific leadership context. Our team includes former FDs and CFOs who have held the roles we recruit for — this means our assessments are grounded in operational reality rather than CV screening.

4. Shortlist Presentation

We present a shortlist of typically three to five candidates, with a profile and commentary on each. We do not present borderline candidates to pad a shortlist. Every candidate we present is someone we would recommend without reservation.

5. Interview Support and Offer

We support the interview process, advise on candidate assessment where helpful, and manage the offer stage. For senior appointments the transition from interview to offer can be delicate — we stay closely involved to prevent withdrawals and manage expectations on both sides.

6. Post-Placement

For permanent executive placements we offer a replacement guarantee. We stay in contact after placement and regard a successful onboarding as part of the service, not an afterthought.

Executive searches in distressed or recovery contexts often require a specialist — our turnaround Finance Director practice covers this more focused brief.

“FD Capital has supported SBS Insurance Services over the past three years through the provision of a Fractional FD/CFO. Their expertise has made a significant difference in professionalising our finance function and delivering accurate, timely management information—exactly what our business needed to grow with confidence.”  Tracey Rees COO SBS Insurance Services Ltd

About Our Founder

FD Capital was founded by Adrian Lawrence FCA, a Chartered Accountant with over two decades of experience in finance leadership and executive search. Adrian holds a BSc from Queen Mary College, University of London and is a Fellow of the ICAEW. Before founding FD Capital he worked across private, listed, owner-managed and PE-backed organisations, giving him direct experience of the finance challenges and hiring decisions that CFOs are appointed to solve. He personally leads our most senior CFO searches and conducts candidate interviews himself — which is why our assessment process goes substantially deeper than a standard recruiter screen. He holds a practising certificate and this website is associated with his own ICAEW registered Practice. Every brief Adrian takes is informed by having sat on both sides of the table.Every brief Adrian takes is informed by having sat on both sides of the table.

FD Capital operates in accordance with recognised executive search standards and professional recruitment best practices. We support the principles outlined in the UK government’s executive search code of conduct.

• Finance specialism as a foundation: our background in senior finance recruitment means we understand board dynamics and C-suite relationships from the inside. Many executive searches — even those not for finance roles — benefit from a recruiter who understands how the CEO-CFO axis works and how financial performance drives board decisions.
• Peer-level candidate conversations: our team includes former FDs and CFOs. Senior candidates take calls from us because they know they are speaking to someone who understands their role, not a junior resourcer working from a keyword search.
• Active network, not a database: we maintain genuine relationships with senior finance and executive professionals. Many of the best candidates for any given brief are not visible on job boards or LinkedIn.
• Honest briefing conversations: we tell clients when a brief is unrealistic, when a search is likely to take longer than expected, or when the market does not have what they are looking for. We would rather have that conversation early than waste time on a search that is not properly scoped.
• UK-wide reach: we recruit nationally. While many of our clients are London-headquartered, our network and our candidates are distributed across the UK.

What types of executive roles do you recruit most frequently?

CFO and Finance Director appointments make up the largest proportion of our executive search work. We also recruit CEOs, COOs, and NEDs regularly. For roles with a strong finance leadership dimension we have the deepest network and the most relevant experience.

Do you handle retained or contingency executive search?

Both, depending on the brief. Retained searches are appropriate for senior appointments where a thorough, exclusive search is required — typically CFO and above, or roles where confidentiality is a priority. Contingency is appropriate for some mid-senior searches where speed is the primary driver. We discuss the right approach at the briefing stage.

How long does an executive search take?

A standard search takes six to ten weeks from brief to shortlist. Factors that extend the timeline include a highly specific brief, a small candidate pool, or confidentiality requirements that limit outreach. For interim appointments we can move significantly faster — often presenting candidates within a week.

What sectors do you cover?

Our executive network spans financial services, technology, professional services, private equity-backed businesses, manufacturing, retail, and the public and not-for-profit sectors. Our finance specialism means we have particular depth in investor-backed and growth-stage businesses where the CFO-CEO relationship is critical.

What is your fee structure?

Permanent executive search fees are typically structured as a percentage of first-year base salary. Interim and fractional placements are fee-plus-candidate-cost structures quoted on a per-brief basis. We are transparent about fee structures at the outset of any engagement.

If you are looking to appoint a CFO, Finance Director, CEO, COO or NED, contact us with a brief outline of your requirement. We will come back with a clear view of the market, a recommended approach, and an honest assessment of what is achievable and in what timeframe.

Tell us about your hire — or call 020 3287 9501.

Have one of our specialists call you back to discuss your hiring needs.