When people hear executive search, they often think: “Ah, just recruitment for top roles, right?”
Well… not quite. At first glance, it may look like a more polished version of hiring. But the reality is much more intricate, and much more human. Executive search sits right at the crossroads of business strategy, psychology, and risk management. It’s not about just filling a role. It’s about finding someone who can shape the future of a company. At High Touch Executive Search, we know how high the stakes are. And that’s why we do things differently.
by Wilko Grievink
- The Stakes? They’re Enormous.
Hiring a CEO, CFO, or other senior leader isn’t about checking off boxes. It’s about trust, judgment, and long-term vision. One wrong hire at the top can ripple through an entire organization, costing millions, destabilizing teams, and stalling momentum. We live with that reality every day. That’s why every decision we make, how the role is defined, who we approach, how we guide interviews, is made with precision and care. The margin for error? Basically zero. And we wouldn’t have it any other way.
- The Right People Aren’t Looking
The kind of leaders we’re searching for? They’re not job hunting. They’re busy running companies, building teams, and driving results. You won’t find them on job boards. In many cases, they’re not even thinking about a new role. That’s where our long-standing relationships come in. At High Touch, we don’t “source” candidates. We start conversations, quiet, thoughtful ones, often without job titles, company names, or salary figures. Just trust and mutual respect built over years. That’s how doors open.
- Every Search Is Different
There’s no playbook for executive search, because no two companies are the same. A scale-up expansion into new markets needs a completely different type of CFO than a family business going through succession. All of us at High Touch have been there. We’ve led companies, sat on boards, invested in businesses, and navigated major changes. That experience means we understand both the strategic context and the emotional dynamics behind every search. We speak the same language as the people we work with, because we’ve been in their shoes.
- It’s About Fit, Not Just Facts
A perfect résumé doesn’t guarantee a perfect fit. Success in one company doesn’t always translate to another. That’s why we dive deeper looking at values, leadership style, communication, and team chemistry. We spend time inside the client organization. We talk to key stakeholders. We listen. Because only by really understanding the people behind the business can we find someone who will thrive there, not just surviving.
- Discretion Is Everything
Executive searches are often… sensitive. Sometimes the current leader doesn’t even know there’s a search going on. Other times, a merger, a turnaround, or internal dynamics mean the process must happen behind the scenes. We handle every search with the highest level of confidentiality and care. We protect reputation on both sides, and ensure the process never disrupts the business.
- Getting Everyone Aligned Takes Work
A CEO search often includes a cast of characters: board members, investors, founders, senior leaders. Each has their own idea of the “perfect candidate.” Aligning with these different visions takes tact, patience, and sometimes tough conversations. Our job at High Touch isn’t just to find great candidates. It’s to guide our clients through the search as strategic partners. We listen. We challenge. We bridge gaps. And we keep the process moving forward.
- Global Talent, Local Realities
Today, great leaders can come from anywhere, but they need to succeed somewhere. A perfect candidate on paper might struggle with a move, cultural dynamics, or regulatory hurdles. That’s why we work with a trusted global network of local partners. They help us identify the best talent in each region, while we ensure that every search is guided by the lead Partner at High Touch. One point of contact, full accountability.
- Diversity Isn’t a Trend—It’s a Responsibility
We don’t treat DE&I as a checkbox. We treat it as a business imperative. We actively build diverse shortlists, challenge unconscious bias, and advocate for high-potential candidates who may not fit the “traditional” mold. It’s not always the easy route, but it’s the right one. And it results in stronger, more future-ready leadership.
- The Work Doesn’t End with a Hire
An executive search isn’t over when someone signs the contract. In many ways, that’s when real work begins. Transitions are delicate. A new leader needs support, context, and buy-in to succeed. At High Touch, we stay close. We offer onboarding support, coaching, and follow-ups to make sure the placement delivers lasting impact. Because what good is a great search, if it doesn’t stick?
In Summary
Executive search is complex because leadership is complex. It takes more than process, it takes insight, empathy, strategy, and a deep understanding of people and business. At High Touch Executive Search, we don’t pretend it’s simple. But we do everything we can to make it feel simple, for our clients, and for our candidates. Because when you trust the process, work with care, and lead with experience, great things happen. Sometimes, even the most complex search can feel just a little more… human.
