The challenges facing Chief Ethics & Compliance Officers

Yes. We recruit the Chief Compliance Officer and their inner circle. Ethics officers, business-line compliance managers, internal investigators, ethics analysts. The firm also covers the specialists in each field, data protection officers, export control and sanctions managers, heads of internal investigations, third-party analysts, anti-bribery compliance officers. Each of these jobs has its own reference career paths and its own assessment pitfalls. The level of demand remains that of an executive role, because a compliance programme is only as good as the people who bring it to life day after day. Every candidate goes through the same process. In-depth interviews, personality assessments debriefed in full, cross-checked references taken from several independent sources. Faced with a firm that comes from their own world, candidates talk in depth, and the evaluation reaches what a standard interview never reveals.

Along the lines of specialist executive search. A fixed fee or a percentage of the annual remuneration for the role, invoiced in three instalments (at launch, on presentation of the shortlist, on signature). Fees are set out in writing before the mandate, with no hidden extras. The in-depth assessment, the personality tests, the cross-checked references and the integration follow-up are all included. Transparency applies to the rules, confidentiality to the amounts. A failed hire on a compliance function costs a great deal more. The programme without a pilot, the uncovered risk, the fresh start. Our fees are measured against what they prevent. The detail of our rules, guarantee and off-limits included, is set down in black and white on our method page.

Six months of replacement guarantee, written into every mandate. If the candidate recruited leaves the role during that period, we take the assignment back on with no new fees. The conditions, including termination at the employer's initiative, appear in black and white in the mandate. In sixteen years, that clause has been invoked only twice, in both cases for personal reasons on the candidate's side, never for an error of judgement. That solidity owes nothing to chance. It rests on the initial scoping, the in-depth assessment and the cross-checked references that precede every presentation, then on the integration follow-up that continues for a year after signature. The guarantee protects your decision. Our method makes sure it almost never has to.