The Lumen partner-led approach

High touch. Low friction.

The partner who takes your mandate stays responsible for it, from the first stakeholder interview to the leader's successful landing. Every stakeholder conversation, every approach to a candidate and every evaluation is done by that partner. We do not delegate the interaction to a consultant, a research desk or an AI agent.

Technology is what makes senior attention possible at pace. Mapping and market intelligence that used to occupy a team now take days, so our time goes into judgement and conversation rather than administration.

Candidates are evaluated on merit and capabilities against the assignment rather than an abstract ideal. Our matching is regardless of gender, age, race, nationality, disability, sexual orientation or any other protected characteristic.

01Discovery & positioningContext, success criteria and candidate narrative · 1 week↓ 02Mapping & outreachInitial market map, calibrated with the client · 1 week↓ 03Shortlisting & presentingPartner-led evaluation and candidate reports with original CVs · 2 to 4 weeks↓ 04Selection & closingRanking and rating, references, offer and acceptance · 4 to 6 weeks↓ 05Integration & acceleration (optional)Leadership Launchpad to build trust and shorten time to impact · 30, 60 and 90 day programme↗

A typical search runs 8 to 12 weeks from kick-off to acceptance. One partner responsible throughout.

Stage 01 · Discovery & positioning

The strongest searches are won before the market is approached.

We align stakeholders, test the market and sharpen the mandate into a candidate narrative that is clear, credible and worth a senior leader's time, answering the questions that matter before the first conversation.

What we cover

  • Company and culture
  • Position context
  • Key stakeholders
  • Organisation, roles and responsibilities
  • Candidate profile
  • Target companies
  • Referrals
  • Client selection process
  • Compensation package
  • Offer stage

Resulting in

  • Position profile
  • Target companies
  • Referrals

Stage 02 · Mapping & outreach

Mapping is where search becomes direction.

Within days we build an initial market map using advanced AI tooling, qualify profiles on visible track record and calibrate the strongest matches with the hiring team. Outreach starts only when we know we are looking in the right places, and it is always done by the partner.

Resulting in

  • Longlist and market map
  • Calibration with the hiring team
  • Targeted partner-led outreach

Stage 03 · Shortlisting & presenting

A shortlist should create confidence, not more work.

We bring forward the candidates worth a serious conversation, supported by a concise partner-written evaluation and the original CV, combining our judgement with how each leader presents their own story. Compensation insights are shared only with candidate consent and within legal boundaries.

For senior leaders and experts: selective search deserves a considered conversation

Context before persuasion

We set out the business case, the stakeholders and the tensions, so you can judge the mandate on its merits rather than on how well it is sold.

Dialogue, not interrogation

Evaluation is a two-way exploration of track record, motivation, leadership style and the conditions in which you do your best work.

Clarity at every step

You know who decides, what happens next and where you stand. Feedback comes from the partner personally, and stays confidential.

Resulting in

  • Candidate reports
  • Original CVs
  • Compensation insight

Stage 04 · Selection & closing

The right candidate is only half the result. Acceptance is the other half.

We advise on an efficient selection set-up, from interviews and case assignments to references, and where helpful facilitate structured comparison and decision-making. The partner supports offer strategy, negotiation and resignation management to protect both acceptance and confidentiality.

Resulting in

  • Ranking and rating
  • References
  • Offer and acceptance

Stage 05 · Integration & acceleration (optional)

The first 90 days shape the next three years.

The Leadership Launchpad builds trust and shortens a new leader’s time to impact with a 30, 60 and 90 day programme.

The Leadership Launchpad ↗

Beyond a single appointment

One appointment answers a vacancy. A plan answers the next three years.

Most organisations map their leadership needs one role at a time, which is why succession becomes urgent before it becomes planned. We work with boards and CEOs on the shape of the leadership team over the coming years: which capabilities the strategy actually requires, where the bench is thin, which roles have to be built rather than bought, and what the market can realistically supply and at what price.

For investors, the same work applies to a portfolio: leadership readiness before a transaction, and the build-out that follows it.

Resulting in

  • Leadership map
  • Succession scenarios
  • Build versus buy view
  • Hiring sequence