EXECUTIVE SEARCH | GCC | UAE & KSA FOCUS | NDA | CONFIDENTIAL | HIGH IMPACT
The Right Leaders
Change Everything.
We help boards, CEOs and investors and founders across the GCC find
exceptional leaders swiftly for their most critical roles — with discretion,
precision, without the noise.
Access Exceptional leaders not seeking
Results: Fewer Quality Interviews
MAPPING OUT
The People You Need
Aren't Always Looking
The best leaders rarely arrive through an application. They are already leading businesses, building teams and delivering results. We identify them, engage them discretely and assess them against what your business actually needs - not simply by what their CV says.
Most organisations assume these are seven separate problems. In reality, they are often symptoms of the same underlying issue. Watch how we analyse a real executive mandate and identify hidden risks before a search even begins.
DEFINE
Understand the leadership mandate and the business outcomes
MAP
Identify the relevant executive market — beyond the obvious candidates
ENGAGE
Approach exceptional leaders discreetly and create genuine interest
ASSESS
Test capability, motivation and fit against what the role actually demands
SHORTLIST
Present only the candidates worth your time
If you want to engage the right leader, our job is to locate them — and give them a reason to listen.
SELECT CLIENT CASES
Searches That
Matter.
Power & Energy
Head of Investor Relations
12-month stalled search with zero suitable candidates → credible finalist presented in 8 weeks
Fintech - Investments
Head of Fintech - Assets & Investments
Finalist Candidate located and presented in 14 days, appointed in 30 days
Real Estate Development
Board Critical Leadership
Stakeholder misalignment - Decision ready finalist
WHAT OUR CLIENTS SAY
KSA, UAE & UK Client
KSA Client
KSA Client
Select Sample Roles We Recruit
C-SUITE
Chief Executive Officer (CEO)
Chief Risk Officer (CRO)
Chief Operations Officer (COO)
Chief Financial Officer (CFO)
Chief Information Officer (CIO)
Chief Marketing Officer (CMO)
Chief Compliance Officer (CCO)
Chief Procurement Officer (CPO)
UPPER LEVEL MANAGEMENT ROLES
Regional Sales Managing Director
Head of Investments
Head of Real Estate Development
Head of Real Estate Investments
Head of Risk
Head of Finance
Head of Compliance
Head of Investor Relations
Head of Treasury
Fund / Investment Director
Director of Investor Relations
Corporate Finance Director
Managing Director
Director of Finance
Investment Sales Director
Director of Sales Placements
Director of Portfolio Management
MIDDLE - SENIOR LEVEL MANAGEMENT
Portfolio Fund Manager
Senior Auditor
Senior Accountant
Senior Analysts
Investor Relations Manager
Corporate Finance Manager
Relationship Managers
Private Bankers
READY TO HIRE YOUR NEXT EXECUTIVE
A Private Discussion
Before You Make
Your Next Move
Not every leadership decision starts with a job description. Whether you are replacing a senior leader, building a new leadership team or facing a critical appointment, we start with a confidential conversation about what you need to solve — before any search begins.
For CEOs, Boards, and Senior HR leaders. Strictly Confidential. No obligations
FAQS
Frequently Asked Questions
1) How fast can you deliver credible finalists?
For most leadership mandates we deliver a shortlist-quality set of finalists within 14–30 days, depending on role complexity, location, and confidentiality level. We confirm timeline and shortlist standard in the 30-minute discovery consultation-call.
2) What does “Confidential by default” actually mean?
No public advertising. Controlled outreach to passive leaders, identity protection in early stages, and NDA-ready execution when required.
3) Do you work retained, exclusive, or contingent?
All three—based on urgency, scarcity, and confidentiality. For board-critical or sensitive hires, retained/exclusive is usually the cleanest model for priority execution and discreet access.
4) What makes your shortlist different from typical agencies?
Fewer, stronger finalists. Operator-first screening (Performance-proven finalists), tight calibration, and controlled market mapping—so you spend less time interviewing and reach decision-ready candidates faster.
5) Can you run a sensitive replacement without market noise?
Yes. We use quiet search protocols, controlled references, and identity protection to reduce internal disruption and external leakage.
6) Do you support offer-close and counteroffers?
Yes—motivation validation, offer positioning, notice-period navigation, and counteroffer risk management to prevent end-stage collapse.
7) What industries do you cover — are you limited to Asset Management and Real Estate?
We have deep strength in Asset Management, Investment and Finance and Real Estate Development, and we also deliver board-level mandates across adjacent sectors (FinTech, Construction, Power & Energy, and other leadership roles). If the role is high-stakes and GCC-based, we can assess it quickly.
8) What do you need from us to start?
A short brief is usually enough, and a manadate/Job Description is useful if you have on to hand. On the triage-discovery call we align: role outcomes, role objectives, must-haves, reporting line, confidentiality level, compensation reality,personality type and timeline.
9) How do fees work?
Fees depend on the engagement model (retained / exclusive / contingent), seniority, and market scarcity. We recommend the cleanest model after triage based on speed, risk, and confidentiality.
10) What happens after the 30-minute triage/consultation call?
You leave with a clear next step: shortlist standard, delivery timeline, and recommended search approach (and NDA if needed). If we proceed, we move into calibration and market mapping immediately.
11) Can you find executives who aren't actively looking?
Yes. Many of the strongest candidates are already succeeding elsewhere. We identify them through targeted market mapping, approach them discreetly and establish whether the opportunity is compelling enough for them to listen.
12) How do you assess candidates beyond their CV?
We look beyond titles and career history. Candidates are assessed against the requirements of the mandate, including leadership capability, track record, motivation, stakeholder influence and their ability to deliver in the operating environment.
13) What if we already know a candidate?
That's not a problem. We can include known candidates while independently mapping the wider market, giving you a proper comparison rather than simply validating the names already on your list.
14) How do you protect confidentiality during a search?
Confidentiality is built into the process from the outset. Sensitive mandates, client information and candidate conversations are handled discreetly, with outreach controlled around the circumstances of each search.
15) What does Elm Hunt need from us to start a search?
We start with a clear understanding of the role, the business context and what success looks like. From there, we calibrate the mandate, agree the shortlist standard and begin mapping the relevant market.