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A low-volume, high quality model means more focus is devoted to individual clients, avoiding the split loyalties and off-limits restrictions that compromise the work of larger firms.

 

Jago aims to get to know a client’s culture, personnel and strategy thoroughly to inform credible advocacy to potential candidates, who often need nuanced and insightful approaches and development to consider moving from roles they currently enjoy. This results in a more engaged shortlist, and reduces the risk of candidates dropping out.

 

Experience of FTSE board hiring has given Jago insight into the absolutely central role of due diligence and referencing in the appointments process – something typically underemphasized by non-profit executive search firms. This avoids clients wasting time with candidates who would not ultimately be deemed appointable.

 

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