The stakes of the corporate secretariat
A central role of variable geometry, in the service of governance and transformation.
to accompany organisational and digital transformation
of company secretaries advise the chair directly
of shift towards a strategic and political coordination role
The conductor of governance
David Kracov
A trusted adviser
Close to the chair, the Company Secretary acts as a strategic, political and operational support, standing with the leadership through the decisive moments.
An agile conductor
They coordinate functions that do not always talk to each other (legal, HR, compliance, communications) and hold the overall view that keeps the organisation together.
Bringing people together around a shared vision
They engage employees, partners and executives in a responsible drive, grounded in transparency, innovation and cultural change.
Find a profile equal to the role
We identify and recruit the leaders your organisation needs. Every search starts from your context and from the balance of the team already in place. You then receive a reasoned shortlist, with the points that deserve attention, not a catalogue of CVs.
What you can count on
The commitments we make to you.
- 01 Proven sector expertise
- 02 A network of highly qualified leaders
- 03 A search perimeter defined with you, assignment by assignment
- 04 Guaranteed discretion and confidentiality
- 05 Integration followed for a full year
Structuring the governance of a group expanding internationally
A company in the midst of international expansion set out to structure its governance and strengthen the coordination of its key functions. BCP Partners was called on to identify a senior Company Secretary.
A multi-site group facing growing regulatory complexity and a need to unify its support functions strategically, against a backdrop of strong growth.
Search for a profile with a dual public and private culture, with solid experience in cross-functional steering, institutional relations and corporate governance.
A hybrid profile, from the senior civil service, able to work with tact alongside the chair, smooth out processes and support a new drive for transformation.
Vos questions sur ce recrutement
Nine of our assignments out of ten conclude in under two months, and 35% within one month, timings measured from the signature of the mandate to the acceptance of the offer. For a function of such variable geometry, the initial scoping is decisive. Depending on the group, the remit covers legal, compliance, risk, insurance, sustainability, public affairs, IT or procurement. Our scoping starts from your governing bodies, your shareholder base and your existing functions in order to draw the right remit, the one that makes the role a pivot rather than one more layer. We run it with you before any search. It is that initial work that wins back the following weeks, because the search then targets a precisely defined profile, not a job title.
Yes. We recruit the Company Secretary and their inner circle. Board Secretaries, deputies, heads of governance. The two roles are not the same. The Board Secretary organises and secures the life of the governing bodies, preparation of meetings, information given to board members, compliance of decisions. The Company Secretary carries a wider remit, coordinating the functions that commit the company and advising the chief executive day to day. One person can hold both roles, particularly in listed groups, and our scoping establishes which one your governance calls for. Our founder held these positions in listed groups for twenty years. We know precisely what they demand, the diplomacy, the steadiness in confidence, the ability to bring people together without overpowering them, and our evaluation bears on those qualities as much as on the career path.
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 function this central costs a great deal more. The vacant post, the weakened governance, 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.