VERMELO | EXECUTIVE & LEADERSHIP RECRUITMENT SOLUTIONS
SENIOR HIRING CARRIES THE HIGHEST RISKS AND IT DESERVES THE MOST RIGOUR
Leadership hiring carries the highest stakes in recruitment and, too often, the least transparency. Vermelo brings the same discipline to senior appointments that runs through everything we do: structured assessment, honest market advice, and a process that stands up to the scrutiny a board appointment deserves.
Who we recruit
Senior appointments, with the discipline that runs through everything we do: structured assessment, honest market advice, and a process that stands up to board scrutiny.
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01
C-suite and ExCo
C-suite and ExCo appointments.
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02
Directors and heads of function
Directors and heads of function.
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03
Senior managers
Senior managers leading strategy, transformation and growth.
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04
Regulated appointments (SMCR)
In regulated businesses, that includes the Senior Managers and Certification Regime dimension: appointments where fitness, propriety and regulatory references are part of the process, not an afterthought.
How we deliver it
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Route one
Within a talent programme
Leadership roles arise inside our RPO and embedded engagements constantly, and handling them within the programme keeps one partner, one process and one data set. Structured assessment, market mapping and referencing are part of the delivery, and for regulated appointments the screening rigour is already in place.
See how a programme works -
Route two
As a retained search mandate
For confidential, standalone or board-level appointments, our sister brand Gerrard White Consulting runs retained executive search up to and including CEO and C-suite appointments within its specialist markets: insurance, technology and change, and legal. Deep sector networks, built over more than 20 years.
Contact Gerrard White -
Supporting either route
Talent Advisory
Our advisory team designs assessment centres, psychometrics and succession mapping, so the decision rests on evidence rather than interview charisma.
See what advisory covers
Not sure which fits?
Two minutes with the finder, or the long version with all eleven hiring models side by side.
Senior hiring, answered
Retained search or RPO, SMCR, assessment, and how to weigh internal candidates against the market.
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Honest answer: it depends on confidentiality and scarcity. A senior role that can be hired openly, inside an existing programme, rarely justifies a separate retainer. A confidential replacement, a scarce specialism or a board appointment usually does. We will tell you which yours is, and route it accordingly, because both options live within our group: RPO on one side, Gerrard White retained search on the other.
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Yes. For regulated businesses, senior appointments carry fit-and-proper requirements, regulatory referencing and documentation obligations. Our processes are designed for that environment, which is why regulated firms are our home territory.
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Yes, and it is one of the most valuable things a search can do. Market mapping, structured assessment and succession work through our advisory team give you an evidence-based comparison rather than a hunch, whichever way the appointment goes.
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C-suite and ExCo appointments, directors and heads of function, and senior managers leading strategy, transformation and growth. In regulated businesses that includes appointments under the Senior Managers and Certification Regime, where fitness, propriety and regulatory references are part of the process rather than an afterthought.
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On evidence rather than interview charisma. Structured assessment, market mapping and referencing are part of every senior hire we run, and our advisory team designs assessment centres, psychometrics and succession mapping where the appointment warrants it. For regulated roles the screening rigour is already in place. You get a process that stands up to the scrutiny a board appointment deserves, and an honest view of the market alongside it.