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Perspectives from our search partners on executive hiring, leadership assessment, succession and entering the Indian market. Written from mandates we have run, not from theory.
Between 27% and 46% of executive transitions disappoint at two years, and 68% founder on culture rather than capability. What the evidence says, and what prevents it.
Read moreThe listed-company CFO median in India is ₹4.5 crore, up from ₹3.5 crore two years ago. What drives the rise, what the pay mix looks like, and what the data omits.
Read moreThe CHRO is not a Key Managerial Person under Indian law, so nothing forces the timeline. What that means for pay, timing and the miscasts boards keep making.
Read moreWhat Emiratisation, UAE labour law and DIFC's 10,000 companies mean for a CXO hire in Dubai, and how the India-UAE corridor changes who you should be looking at.
Read moreDelhi NCR holds 490+ GCC units and India's second-priciest offices, yet ranks seventh of eight tier-1 cities on senior pay. What that paradox means for a CXO hire.
Read moreWhy executive search in Mumbai runs on regulatory clocks, what RBI and SEBI require for senior appointments, and how BFSI concentration changes the brief.
Read moreWhat Bangalore's 1,080+ GCC units and 56 unicorns do to a CXO search, why attrition runs highest of any tier-1 city, and how to choose a search firm there.
Read moreHow to choose an executive search firm in Chennai, what the city's manufacturing and GCC base does to a CXO brief, and the questions a board should ask first.
Read moreHiring a CFO in India: what changes across listed, PE-backed and growth-stage companies, from statutory duties to pay bands and a realistic 6-9 month timeline.
Read moreAn executive search firm is paid to map a market, not to forward CVs. What that actually involves, what it delivers, and when it is worth the retainer.
Read moreTwo-thirds of Indian CEO appointments come from inside. The board's job is to prove that is the right answer, not assume it. Here is the process that does it.
Read moreIndia's executive search market splits into three types of firm. Which one fits depends on the mandate, not the brand, and the difference shows up in the shortlist.
Read moreAESC membership is not a logo a firm buys. It is two member sponsors, client references, an audit of practice, and an annual recommitment to five standards.
Read moreMost CXO searches run 12 to 16 weeks. Here is what happens in each of them: the eight stages, who does what, and the three points where searches slip.
Read moreThe top executive search firms in India fall into four groups, and the brand that suits a Fortune 500 board is rarely the one that suits a first senior hire.
Read moreMost boards choose a search firm on brand and chemistry. Eight questions, asked identically of every firm, predict the outcome far better than either.
Read moreWhat a CXO search actually costs in India: the percentage, the CTC definition that moves the invoice, GST, TDS and the total landed cost of the hire.
Read moreThe fee is not the real difference between retained and contingency recruitment. Who carries the risk of the search never closing is. When to use each.
Read moreFirm size does not predict quality. It predicts who runs your search and who they cannot call. The five differences that actually change the outcome.
Read moreAn India market entry strategy starts with one hire, not ten. Which leader to appoint first, the three entry structures, and what each costs in 2026.
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