After more than 40 years in business, our search consultants have developed trusted relationships with both corporate law departments and C-suite leaders and the top talent they seek.
Our deep institutional knowledge of how an in-house legal and compliance function can most efficiently operate allows us to adeptly identify individuals with the requisite skills, experience and cultural fit for any organization.
The hurdles to reaching gender equality in the boardroom, alluded to in Siddharth Venkataramakrishnan and Emma Dunkley’s article “Women still under-represented at board” (Report, January 9), stem from hiring attitudes and lingering taboos around salary conversations.
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For many general counsel, succession planning is either a low priority or is unnecessary. However, the point of a succession plan isn’t just about a Plan B. Succession planning is important for attracting and retaining good talent, and it’s a vital part of business continuity.
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It is no secret that in the past many corporate boards did a less-than-sufficient job of onboarding directors. In the days when new board members were often known to one or more of the exist-ing directors, the lack of a well-designed onboarding process did not significantly impact the overall contribution of that individual. Informal networks would often fill the gap.
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