Case study
Securing Non-Executive Directors
A public sector organisation needed two high‑profile Non‑Executive Directors to strengthen its Board. Our task was to find leaders with the expertise, judgement and perspective to make an immediate impact at the highest level.
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Candidates engaged
from an initial pool of 1440
Candidates interviewed
progressed to formal client interviews0
NED appointments
achieving a gender-balanced outcomeThe challenge
A public sector organisation needed two high-profile Non-Executive Directors to strengthen its Board and Non-Executive Committee. These were pivotal roles, bringing fresh perspective, strong governance and support through a fast-changing operating landscape.
One position required deep legal expertise; the other centred on digital and technology leadership.
The brief was clear. Find experienced non-executive leaders with the credibility, judgement and strategic insight to contribute confidently at Board level. They needed individuals who could help shape long-term direction while guiding the organisation through future challenges and transformation. Diversity also mattered — the shortlist had to reflect a balanced mix of backgrounds and gender representation.
We focused on candidates who demonstrated:
- Proven experience as Non-Executive Directors, backed by senior executive leadership
- Strong expertise in Legal or Digital/Technology fields, ideally within complex or regulated environments
- A clear connection to the mission and public purpose of the client, along with commitment to the three-year term
The solution
We began where all effective senior searches start — with insight.
Following a comprehensive briefing with stakeholders, the search team explored not only the technical requirements of the roles, but the broader leadership impact expected from each appointment. Understanding the organisational context, governance priorities and Board dynamics was critical to shaping a successful search strategy.
Targeted talent mapping
From this foundation, we developed a targeted talent map, identifying relevant sectors, organisations and individuals across both the legal and digital landscapes. Market intelligence and benchmarking ensured a robust, evidence-led approach to candidate identification.
Rigorous evaluation
All potential candidates underwent a structured and rigorous evaluation process conducted by our experienced search teams. Shortlisted candidates were presented to the hiring panel with detailed commentary on capability, experience, leadership style, motivations and cultural alignment.
Insight-rich shortlist delivery
Our shortlist packs went beyond CVs, giving the panel a clear, informed view of each candidate’s strengths, fit and potential impact at Board level.
Clear, confident communication
Throughout the process, we maintained close engagement with both stakeholders and candidates, ensuring transparency, momentum and a high-quality experience aligned with the seniority of the appointments.
Results
From an initial combined talent pool of 144 potential candidates, we engaged directly with 119 individuals and conducted 19 in-depth executive interviews. This resulted in a shortlist of eight candidates per role, with eleven candidates progressing to formal client interviews.
Two exceptional candidates were ultimately selected and successfully appointed as Non-Executive Directors for the public sector organisation, achieving a balanced outcome with gender diversity across the final appointments.
The organisation now benefits from strengthened Board capability across both Legal and Digital domains. Leaders who bring independent perspective, strategic oversight and governance expertise to support the client’s continued evolution. What made this whole project fun and positive is that we all worked well as one team towards a common goal. We’re grateful for the partnership that has now developed between us and PeopleScout.
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