Executive search firms, headhunters and executive recruitment across Australia and New Zealand
Australian and New Zealand leadership markets are small and closely connected, so discretion matters more than reach. Searches here are won through targeted, confidential headhunting rather than advertising.
What shapes leadership hiring in Australia
- Senior candidate pools are tight — most viable shortlists come from direct approach, not advertising.
- Trans-Tasman moves and returning expats widen the pool significantly.
- Superannuation-inclusive packaging changes how offers compare to overseas alternatives.
Sectors I search in
- Technology and SaaS
- Financial services and insurance
- Mining, energy and infrastructure
- Healthcare and aged care
Compensation
Packages are usually quoted as total remuneration including superannuation; I separate the components so candidates can compare against international offers.
How engagements run
ANZ is seven to nine hours ahead of EAT, so calls run in early mornings and evenings on the advisory calendar. Retained search and advisory work available.
Hiring hubs
- Sydney
- Melbourne
- Brisbane
- Perth
- Auckland
- Remote across ANZ
For executives
ANZ executives can register interest for remote global mandates and international moves.
Career servicesFor employers and boards
Engage me for confidential senior replacements, first executive hires, and expat or returner-focused searches.
Executive search serviceFrequently asked
Do you cover New Zealand too?
Yes — Auckland and Wellington searches are handled alongside Australian mandates.
Can you run a search confidentially while an incumbent is still in place?
Yes — confidential replacement searches are a standard part of my work.
How do executive search and headhunting firms find candidates?
Through direct, confidential headhunting rather than advertising. I map the leaders already doing the job at comparable companies, approach them privately, and assess them against the outcomes of the role — so shortlists include people who were never going to answer a job post.
What is the difference between executive search firms and executive recruiters?
Executive recruiting firms usually work on contingency and volume, and forward profiles from a database. Retained executive search is a partner-led mandate: market mapping, direct approach, structured assessment and referencing, with one accountable advisor on the search from brief to appointment.
How do I find and choose an executive search consultant?
Ask who will actually run the search, how the market will be mapped, what assessment evidence you receive with the shortlist, and how confidentiality is handled. With me the answer is the same on every mandate: I run it personally and you see the evidence behind each shortlisted leader.
What recruitment solutions work best for scaling teams?
It depends on stage. A single critical leadership hire suits retained executive search; three to five priority hires in a quarter suit a hiring sprint; an ongoing hiring plan without a talent leader suits fractional talent leadership or an embedded partner.
How do executives get access to confidential, unadvertised roles?
Most senior mandates never reach a job board. Registering interest puts your profile in front of me directly, and if there is a close match a recruiter emails you to arrange a short call. Nothing goes to a company until you say yes.