We assist organizations to find and attract innovative and entrepreneurial leaders possessing the appropriate skillset, experience, and knowledge for the appointment and successful execution of leadership executive roles.
We assist our clients in attracting and retaining capable non-executive directors who hold the knowledge, experience, skills, and executive competencies to become a valuable addition to their companies’ Board of Directors, Audit Committees, Risk Committees, Executive Committees, Subject Matter Experts, as well as other crucial positions.
We partner with our clients using effective and reliable assessment programs derived from the most renowned, validated, and innovative tools in the market, to predict executive performance.

30+
Experience in Conducting Behavioral and Competency-Based Interviews

400+
Placed in The Middle East and The Arabian Gulf Regions

7+
With global assessment service providers

20+
Diverse sector knowledge and experience

30+
Experience in Conducting Behavioral and Competency-Based Interviews

400+
Placed in The Middle East and The Arabian Gulf Regions

7+
With global assessment service providers

20+
Diverse sector knowledge and experience
SPECIALIZATIONS
To better meet the needs of our clients in highly specialized and complex industries, we offer them services through focused industry practice groups. Each practice group features an international team of consultants whose depth of operational and search experience enables us to deliver the highest caliber of advice and service to our clients in that industry. Over the years, we have expanded our expertise and handled complex placements in a variety of sectors, including, but not limited to:
Consumer & Commercial Banking
Investment Banking
Private Equity
Insurance
Investment Holdings
Conglomerates
Real Estate
Consumer Products
Retail
Automotive
Hospitality & Leisure
Media & Entertainment
Industrial Manufacturing
Industrial Services
Chemical
Construction & Infrastructure
Industrial Trade
Transportation & Logistics
Aerospace & Defense
Life Sciences
Public Service
Technology
Professional Services
Energy
Consumer & Commercial Banking
Investment Banking
Private Equity
Insurance
Investment Holdings
Conglomerates
Real Estate
Consumer Products
Retail
Automotive
Hospitality & Leisure
Media & Entertainment
Industrial Manufacturing
Industrial Services
Chemical
Construction & Infrastructure
Industrial Trade
Transportation & Logistics
Aerospace & Defense
Life Sciences
Public Service
Technology
Professional Services
Energy
You’ve finally reached the final stage of hiring. The next step is to receive an offer. Here is what to expect, how to negotiate, and what not to do.
The first order of business is acknowledging that a brand is far more than the company’s name and logo. Instead, the brand is a promise delivered, an idea, or the way the company or its products are perceived in the minds and hearts of people.
Entrepreneurs are the backbone of numerous economies across the globe. They bring together resources, invest time and money, and assume financial risk to create value, resulting in a return on their investment.
The CEO-board relationship is defined by positions that differ but are interdependent. For example, as CEO, you are responsible for establishing and implementing strategy, while the board oversees approving and advising you on it.
Forbes defines leadership as a process of social influence that maximizes the efforts of others towards the achievement of a goal. Author Kevin Kruse says leadership has nothing to do with seniority, titles, or personal attributes. It is also much different than management.
Performance driven cultures were regarded as ideal and were therefore the dominant force. More recently however, there has been a major shift and the growth culture approach is gaining more adoption.
It is often easier to be a successful leader with a high IQ than with a high EQ. And while IQ is undoubtedly essential, emotional intelligence can make or break your leadership abilities.
Employees and organizations find themselves in a situation of ambiguity and at times confusion because of the pandemic. There is significant uncertainty about the norms that will be adopted in the future.
Toxic employees exhibit negative, unprofessional, or unethical conduct towards the entity they work for and the people they work with. They are considered harmful to an organization’s overall well-being because their attitudes and actions directly sap motivation on an individual and organizational level.