Securing Leadership for a Multi-Year Cyber Uplift.

Why the briefing meeting is the most under-leveraged step in hiring — and what top-performing organisations do differently.

Since the 2018 findings of Australia’s Royal Commission into misconduct in the Banking, Superannuation, and Financial Services Industries, regulatory reform has continued to accelerate.

Interim Leadership. Immediate Impact.

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.

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

Building Leadership Capability. Delivering Enterprise Impact.

Strategic Hire. Enterprise-wide Impact.

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