In retained search, structure and transparency are paramount. These high-stakes engagements typically unfold over 4–6 weeks and demand precision, proactive communication, and stakeholder alignment at every stage. Whether you’re hiring a Chief Digital Officer, Program Director, or Transformation Leader, the right appointment can have a profound impact on your organisation. As outlined in our article on why retained search is crucial for critical hires , these roles require more than just a good hire—they demand strategic alignment and long-term value. Typically held weekly, steering meetings serve as a consistent touchpoint for the search team and client to review progress, address challenges, and ensure alignment. It is crucial to involve the key stakeholders, who are the decision-makers and key influencers specific to the search, right from the start to maintain alignment. A focused steering meeting, even just 10–15 minutes, can save hours of work later by confirming direction and priorities. Skipping one risks derailing the search; equally, bringing meetings forward without collective agreement should be avoided. Driving Clarity Through a Defined Cadence Weekly steering meetings bring all key stakeholders together to ensure progress is both visible and on track. Each session is built around a data-led update, covering: How the project is progressing Number of candidates identified from the entire talent pool Number of candidates approached Number of candidates not interested Number of candidates interested  This level of transparency offers two vital benefits: it keeps everyone informed and allows for swift, evidence-based adjustments when necessary. These meetings provide clear visibility into the talent pool and search activity, reducing the risk of surprises later. Each session should outline the journey so far, confirm alignment, and gain agreement on the next steps. They're also an opportunity to raise and resolve any issues and to brief stakeholders on what's coming in the week ahead, including when interview availability is needed. Ensuring Market Coverage and Accountability A retained search must confidently demonstrate that the full talent landscape has been explored. By sharing real-time metrics in steering meetings, it provides a clear audit trail of all activity. This builds trust—especially important when hiring for senior, confidential, niche, or critical roles, where the impact is significant. These insights help stakeholders understand: Market feedback specific to the search Candidate sentiment toward your company, the role, and the opportunity Whether adjustments to the role specification or messaging are needed Steering meetings also help confirm that candidates under consideration are actively engaged. These discussions provide a current view of all available options in the market and ensure that everyone understands the agreed search parameters—including process, interview capacity, and organisational commitment. Real-Time Alignment and Strategic Course Correction In today’s fast-moving hiring landscape, rigidity can cost you top talent. Steering meetings allow for dynamic recalibration. Stakeholders can: Refine search parameters based on candidate profiles Adjust industry or domain focus Reframe how the opportunity is positioned in the market The search team can also share feedback on candidates they are—or are not—interested in, along with reasons, helping confirm alignment with the client. Reaffirming the timeline during each session helps maintain momentum. Enhancing Decision-Making with Early Visibility of the Longlist As part of ongoing updates, the search team will share the emerging longlist—candidates who meet the core criteria and have been actively engaged. These individuals are qualified, interviewed, and assessed for the opportunity. Sharing this list early enables stakeholders to begin evaluating fit and suitability sooner, significantly accelerating shortlist development and decision-making. Final Steering Meeting: From Longlist to Action The final steering meeting marks a key inflection point. During this session, stakeholders and the search team come together to confirm: Which candidates will move forward to interview Interview schedules and logistics Professional feedback for those not progressing This ensures a smooth transition from search to selection and helps maintain a positive candidate experience. Conclusion: Making Every Search Count In retained search, results depend on a rigorous, transparent process with a true partnership between client and search team. Steering meetings provide the structure, discipline, and shared visibility required to drive a successful outcome. They also reinforce the value of a robust and transparent process—keeping everyone aligned, informed, and engaged. For leaders hiring into senior, confidential, niche, or critical roles —where delay or misalignment carries a high cost—these sessions are not optional. They are essential. Please contact Alan Herrity to explore this topic further.

15th April 2025

Transformation leaders often find themselves fully immersed in their current roles, driving change and delivering results. However, at Momentum Search and Selection, we've observed a common pitfall with this approach: neglecting professional relationships outside your current organisation. This oversight can lead to a 'cold start' when you unexpectedly find yourself in the job market. Let's explore why maintaining these connections is crucial and how to do it effectively. The Importance of Ongoing Networking 1. Market Insights Regular contact with industry peers and Executive Search specialists keeps you informed about market trends, emerging opportunities, and salary benchmarks. 2. Career Opportunities Many executive roles are filled through networks before they're advertised publicly. Staying connected increases your chances of hearing about these opportunities early. 3. Professional Development Your network can provide valuable insights, mentorship, and learning opportunities that contribute to your growth as a leader. 4. Reputation Building Consistent engagement helps build and maintain your professional reputation beyond your current role. 5. Smoother Transitions If you need to change roles, a warm network makes the process much easier and often faster. Strategies for Effective Ongoing Networking 1. Schedule Regular Check-ins Set aside time every few months to connect with key contacts in your network. This could be as simple as a quick email or a coffee catch-up. 2. Engage on Professional Platforms Regularly share insights, comment on industry news, or participate in discussions on platforms like LinkedIn. This keeps you visible and engaged with your broader professional community. 3. Attend Industry Events Make time to attend conferences, seminars, or networking events. These provide excellent opportunities to maintain existing relationships and forge new ones. 4. Offer Value Networking isn't just about what you can gain. Look for opportunities to help others in your network through introductions, sharing knowledge, or offering advice. 5. Stay in Touch with Executive Search specialists Maintain relationships with reputable executive search firms, even when you're not actively job seeking. They can provide valuable market insights and keep you informed about potential opportunities. 6. Join Professional Associations Active involvement in industry associations can help you stay connected with peers and stay abreast of industry developments. 7. Mentor Others Offering mentorship not only gives back to your industry but also helps expand and strengthen your network. Overcoming Common Networking Challenges 1. Time Constraints As busy executives, finding time for networking can be challenging. Consider integrating networking into your regular schedule, perhaps by combining it with other activities like your morning coffee or lunch break. 2. Feeling 'Inauthentic' Some leaders worry that networking feels forced or insincere. Remember, genuine networking is about building mutually beneficial relationships, not just collecting contacts. 3. Current Employer Concerns You might worry about how your current employer would perceive your networking activities. Focus on professional development and industry engagement rather than active job seeking to alleviate these concerns. 4. Knowing Where to Start If you've let your network go cold, it can be daunting to re-engage. Start small, perhaps by reaching out to former colleagues or attending a local industry event. Remember, your professional network is a valuable asset that requires ongoing investment. Maintaining these relationships throughout your career ensures you're well-positioned for future opportunities and have a support system to draw upon when needed. Alan Herrity Director Momentum Search and Selection

As a transformation leader, your impact on an organisation is significant. But how do you effectively communicate that impact to potential employers? The answer lies in metrics and tangible outcomes. Let's explore why these elements are crucial in your CV and how to use them effectively. Why Metrics Matter 1. Quantifiable Proof Metrics provide concrete evidence of your achievements. They transform vague statements into specific, measurable successes. 2. Easy Comparison Numbers allow potential employers to quickly gauge your level of impact and compare it to other candidates. 3. Demonstration of Business Acumen Using metrics shows that you understand the importance of measurable results in business. 4. Memory Retention People tend to remember specific numbers more easily than general statements. Key Metrics for Transformation Leaders 1. Team Size and Scope Example: "Led a cross-functional team of 75 professionals across five countries." 2. Budget Management Example: "Managed a transformation budget of $50 million, delivering the project 10% under budget." 3. Efficiency Improvements Example: "Implemented process improvements resulting in a 30% reduction in project delivery time." 4. Cost Savings: Example: "Delivered $5 million in annual cost savings through strategic vendor consolidation." 5. Revenue Impact: Example: "Launched a new digital platform, increasing online revenue by 25% year-over-year." 6. Customer Satisfaction Example: "Improved customer satisfaction scores from 72% to 91% through the implementation of an AI-driven support system." 7. Employee Engagement Example: "Increased employee engagement scores by 20 points, from 65 to 85, during a major organisational restructure." How to Use Metrics in Your CV 1. Be Specific Use exact numbers where possible. "Approximately 20%" is less impactful than "23%". 2. Provide Context Explain what the numbers mean in the broader business context. Example: "Reduced project delivery time by 20%, enabling the company to launch new products ahead of competitors and capture an additional 5% market share." 3. Use a Mix of Metrics Include a variety of metrics that demonstrate different aspects of your impact: financial, operational, and people-related. 4. Ensure Relevance Focus on metrics that are the most relevant to the roles you're applying for. 5. Be Honest Only use metrics you can confidently explain and substantiate if asked in an interview. 6. Update Regularly Keep your CV updated with your latest achievements and their corresponding metrics. Tangible Outcomes Beyond Numbers While metrics are powerful, some achievements are harder to quantify. In these cases, focus on describing tangible outcomes. 1. Awards and Recognition "Received the CEO's Excellence Award for leading the most successful transformation project in the company's history." 2. New Capabilities "Established the company's first AI Centre of Excellence, positioning the organisation as an industry leader in AI adoption." 3. Cultural Impact "Spearheaded a cultural transformation that resulted in the company being named a 'Top 10 Place to Work' for two consecutive years." By effectively incorporating metrics and tangible outcomes in your CV, you paint a clear picture of your capabilities and impact as a transformation leader. This approach makes your CV more compelling and provides talking points for interviews, allowing you to dive deeper into your achievements and how they can benefit potential employers. Remember, your CV is often your first impression on a potential employer. You're not just telling them about your value by using metrics and tangible outcomes - you're showing them. And in the competitive world of executive search, that can make all the difference. Alan Herrity Director Momentum Search and Selection

As a transformation leader, your CV is a crucial tool in showcasing your expertise and impact. One common pitfall we often see at Momentum Search and Selection is the blending of responsibilities and achievements. This approach can dilute the power of your CV and obscure your actual value. Let's explore why making this distinction is vital and how to do it effectively. Why Separate Responsibilities and Achievements? Clarity of Role Responsibilities outline what you were tasked with doing. They provide context for your position and scope of work. 2. Demonstration of Impact Achievements show what you actually accomplished. They highlight your effectiveness and the value you brought to your role. 3. Quantifiable Results Achievements often include metrics which provide concrete evidence of your contributions. How to Separate Responsibilities and Achievements Start with a Brief Overview of Responsibilities. For each role, begin with a concise paragraph outlining your key responsibilities. This sets the stage for your achievements. Example: "As Chief Transformation Officer, I was responsible for leading the company-wide digital transformation initiative, overseeing a team of 50 and managing a budget of $20 million." 2. List Achievements Separately. Follow your responsibilities with a bullet-pointed list of your key achievements. Focus on outcomes and results. Example: Delivered a cloud migration project three months ahead of schedule, resulting in a 25% reduction in IT operational costs. Implemented an AI-driven customer service system, improving response times by 40% and customer satisfaction scores by 15%. 3. Use Action Verbs. Start each achievement with a strong action verb to emphasise your direct impact. Example: "Spearheaded", "Implemented", "Transformed", "Reduced", "Increased". 4. Include Metrics Wherever Possible. Quantify your achievements to provide tangible evidence of your impact. Example: "Increased team productivity by 30% through implementing agile methodologies." 5. Focus on Relevance. Prioritise achievements that are most relevant to the roles you're targeting. Quality trumps quantity. 6. Provide Context. Where necessary, briefly explain the significance of your achievement in the broader organisational context. Example: "Reduced project delivery time by 20%, enabling the company to launch new products ahead of competitors and capture an additional 5% market share." By clearly separating your responsibilities from your achievements, you create a CV that not only outlines what you were tasked with doing but also demonstrates how effectively you performed. This distinction allows potential employers to quickly grasp the scope of your roles and your impact, making a compelling case for your capabilities as a transformation leader. Remember, your CV is often your first opportunity to make an impression. By clearly delineating between responsibilities and achievements, you're providing a comprehensive yet easily digestible snapshot of your professional journey and impact. Alan Herrity Director Momentum Search and Selection

In the competitive world of executive search, your CV is often your first chance to make a lasting impression. For transformation leaders, the executive summary is not just a formality - it is your secret weapon to capture attention and showcase your value from the outset. At Momentum Search and Selection, we have seen countless CVs cross our desks. The ones that truly stand out invariably feature a well-crafted executive summary. But what makes an executive summary genuinely effective? Let’s break it down. 1. Align with your Target Roles Your executive summary should mirror the roles you are targeting. It is not enough to simply list your job title and years of experience. Instead, paint a picture of how your expertise aligns with the specific demands of transformation leadership roles. This alignment shows potential employers that you understand their needs and have the skills and experience to match them. 2. Showcase Your Impact with Metrics Numbers speak louder than words, especially in the world of transformation. Your executive summary should feature key metrics that demonstrate your impact. These might include: Team sizes you have led (both onshore and offshore) Budget responsibilities (CapEx and OpEx) Program sizes in terms of team members and budgets Cost savings or revenue generation figures Team engagement scores By including these metrics, you provide tangible evidence of your capabilities and achievements. 3. Finish with a Leadership Flourish The final component of a stellar executive summary is what we call the 'leadership flourish'. This is where you showcase your leadership style and impact. Draw from 360-degree feedback, LinkedIn recommendations, or testimonials from team members. Paraphrase these insights to give potential employers a sense of your leadership approach and the impact you have on your teams. For example: "As a leader, I am known for my ability to inspire diverse teams, drive innovation, and deliver transformative results in high-pressure environments." Crafting an effective executive summary takes time and thought, but the payoff is substantial. It sets the tone for your entire CV and can be the difference between landing an interview or being overlooked. Remember, your executive summary is not set in stone. Tailor it for each application, ensuring it resonates with the specific role and organisation you are targeting. Follow these guidelines to create an executive summary that captures attention and compels hiring managers to read on. In the fast-paced world of transformation leadership, your executive summary is your chance to stand out from the crowd. Make it count.  Alan Herrity Director Momentum Search and Selection

Talent acquisition can be complex, especially for senior, critical and niche assignments. One of the most critical steps to ensure success is aligning all stakeholders from the outset. This alignment helps prevent miscommunication and ensures everyone works towards the same goal. The Importance of Stakeholder Alignment Build a Unified Vision Bringing all stakeholders together ensures a shared understanding of the assignment's requirements, desired skills, and cultural fit. Prevent Discrepancies Early alignment helps identify and resolve any differences in expectations, reducing the risk of issues later in the process. The Alignment Meeting 90-Minutes to get everyone on the same page This meeting is a cornerstone of the search process, where all parties discuss and agree on the assignment's specifics. Comprehensive Discussion Topics include skills, experience, target companies, geographies, salary expectations, and cultural considerations, ensuring a holistic approach to your search. Benefits of Early Alignment Streamlined Process With everyone on the same page, the search process becomes more efficient and focused. Better Hiring Decisions A clear understanding of the assignment and expectations leads to more informed and successful hiring decisions. Aligning stakeholders at the beginning of the search process is essential for success. By ensuring everyone is on the same page, organisations can streamline their talent acquisition efforts and make better hiring decisions. Alan Herrity Director Momentum Search and Selection

In the world of executive search, making the right decision is crucial. Traditional methods rely heavily on CVs and often lack the necessary evidence to demonstrate why a candidate can be a success. At Momentum Search and Selection, we've pioneered a game-changing approach: the Talent Dashboard. The Challenge of Traditional Talent Acquisition Consider this scenario: A leading Australian organisation and much-loved icon that is part of the fabric of our society needed to appoint a Transformation Executive. They were used to going through a traditional approach with mixed results and could not afford to get this search wrong. Enter the Talent Dashboard Our Talent Dashboard approach is designed to give clients a comprehensive and insightful view of potential candidates before they invest time in face-to-face interviews. Here's how it works: 1. In-depth Candidate Interviews We conduct thorough interviews with shortlisted candidates. These aren't your standard talent acquisition chats. We conduct a full competency-based assessment. 2. Targeted Questions At the end of these interviews, we ask each candidate three key questions that we have agreed with the client beforehand. These questions are tailored to the specific assignment and organisation and designed to reveal crucial insights about the candidate's approach, experience, and fit. 3. Video Recordings The responses to these key questions are recorded on video. This allows us to capture not just what the candidates say but also how they say it—their body language, confidence, and communication style. 4. Comprehensive Dashboard We compile these video responses and detailed written summaries and CVs into a user-friendly dashboard. Clients can easily compare candidates side by side, reviewing their responses to identical questions. The Impact: A Real-World Example Let's return to the company seeking a Transformation Executive. We implemented the Talent Dashboard approach for their search. The result? A C-level stakeholder said: "It was like having a preliminary interview with each candidate without the time investment. We could see their thought processes, communication styles, and how they handled pressure." The company was able to narrow down its choices more effectively, focusing its time and energy on the candidates who truly stood out. The candidate they eventually hired wasn't the one with the most impressive CV but the one whose video responses demonstrated the innovative thinking and leadership style they were looking for. The candidate followed up with in-person interviews and a case study to demonstrate that they were the best candidates on the interview shortlist. Why the Talent Dashboard Works 1. Saves Time and Resources Clients can make more informed decisions about which candidates to invite for face-to-face interviews, significantly reducing the time and resources spent on the hiring process. 2. Reveals True Potential Video responses often reveal aspects of a candidate's personality and approach that might not come across in a written CV or phone screening. 3. Ensures Consistency Clients can make fair, side-by-side comparisons by asking the same questions to all candidates. 4. Reduces Bias The dashboard's structured nature helps minimise unconscious biases that can creep into the talent acquisition process. 5. Improves Collaboration Multiple stakeholders can easily review and discuss candidates, even if they cannot attend initial interviews. The Momentum Difference While video interviews aren't new in talent acquisition, our Talent Dashboard approach takes it several steps further: We conduct the initial in-depth interviews, saving our clients time. Our questions are carefully crafted in collaboration with the client to address specific needs and concerns. The dashboard format allows for easy comparison and collaboration. We provide written summaries alongside the videos, offering a comprehensive view of each candidate. Is the Talent Dashboard Right for You? If you're tired of spending countless hours interviewing candidates only to feel uncertain about your choices, or if you are looking for a way to make your executive search process more efficient and effective, the Talent Dashboard approach could be the solution. At Momentum Search and Selection, we're committed to innovating in the executive search space. The Talent Dashboard is just one way we're working to ensure our clients find the right candidates for their critical assignments. Interested in learning more about how the Talent Dashboard can transform your executive search process? Get in touch with us at alan@momentumsearch.com.au . Your next great hire might be just a dashboard away. Alan Herrity Director Momentum Search and Selection

Organisations often find themselves at a crossroads when it comes to filling senior, critical, or niche positions. Should they rely on traditional talent acquisition methods or opt for a specialised approach? This is where retained search comes into play, offering a robust solution for those pivotal positions that can make or break your hiring strategy for this position. We examine a real-world scenario that illustrates why retained search is not just an option but a necessity for critical hires. The Cautionary Tale of 30 Interviews Recently, I met with a senior executive in the technology and transformation space. He shared a story that, unfortunately, is all too common. An organisation had interviewed a staggering 30 candidates for a single position. Yes, you read that right, 30 candidates! And after this exhaustive process, do you know what happened? They ended up hiring someone internally. This raises several red flags: 1. Misalignment at the executive level regarding the assignment brief and the talent acquisition strategy for finding the right person. 2. Inefficient use of time and resources. 3. Potential damage to the company's reputation in the talent market. So, what went wrong? The answer lies in the approach they took - or rather, the approach they didn't take. The Power of Alignment: The 90-Minute Game-Changer At Momentum Search and Selection, we've developed a process that prevents such scenarios. The cornerstone of our retained search method is a comprehensive 90-minute alignment meeting. This is the most important part of the search process for Senior, Critical or Niche positions. Here's what makes this meeting so important. 1. It brings all the stakeholders together in one room (virtual or physical). 2. It encourages an agreed definition of the position requirements. 3. It aligns everyone on the skills, experience, and cultural fit needed for the role. 4. Everyone can agree on salary range and geographical considerations. 5. It allows open discussion and consensus-building. You might think: "Shouldn't the company handle this internally before engaging a search firm?" While that's valid, our experience shows that internal alignment is often more assumed than actual. Our job as external experts is to ask the right questions, challenge assumptions, and ensure genuine alignment before the search begins. The Iceberg Analogy: Seeing the Full Picture Imagine the talent market as an iceberg. Traditional talent acquisition methods often only tap into the visible 30% of the iceberg - those actively seeking new positions. But what about the other 70%? That's where retained search truly shines. Our approach involves four key components. 1. Sophisticated Boolean searches. 2. An AI search engine for niche skills. 3. Comprehensive market mapping. 4. Direct headhunting of passive candidates. By casting a net over the entire talent pool, we ensure that we identify and approach everyone in the total talent pool for each assignment. The Cost of Getting It Wrong Some might baulk at the upfront cost of retained search. However, consider the alternative. The cost of a bad hire, especially at a senior level, can be astronomical. It's not just about the salary and benefits; it's about the potential negative impact on team morale, project timelines, and overall company performance. Our track record speaks for itself. In over a decade of conducting retained searches, we've maintained a 100% success rate. When you compare this to the industry average of around 67% for global search firms, you will understand why we have become the partner of choice for many organisations across Australia and APAC. Taking the Next Step Consider a retained search if you're facing a critical hire and want to ensure the best possible outcome. Don't let your organisation become another cautionary tale of misaligned expectations and wasted resources. Contact us at alan@momentumsearch.com.au to learn how our retained search process can transform your approach to critical hires. Alan Herrity Director Momentum Search and Selection