Search
Decision
Confidence
- From Search to Performance
Search for leadership roles across Procurement, Supply Chain and Operations — designed to create confidence in the appointment and commitment beyond the hiring decision.
From market mapping and assessment through onboarding, follow-up and guarantee.
Need for a Search assignment
When Permanent Search makes sense
A critical permanent appointment
The role has long-term strategic or operational importance and requires a systematic search beyond active candidates.
A difficult market
The strongest candidates are unlikely to respond to an advertisement and need to be identified and approached directly.
A confidential replacement
The appointment requires discretion, controlled communication and direct market access.
The right decision matters more than speed
The cost of a wrong appointment is significantly higher than the cost of a rigorous process.
We have Specialist market focus
We work exclusively across Procurement, Supply Chain and Operations and systematically map the relevant market for each assignment.
Why our approach is different
Quality backed by commitment
A successful appointment is not simply about identifying a qualified candidate.
Our Search process is designed to create confidence in the decision — and we stay involved after the appointment has been made.
Rigorous
Candidates are assessed against the agreed business context, success criteria and leadership requirements — not simply their CV.
Transparent
The client receives a clear basis for comparing candidates, evidence and trade-offs.
Committed
FG&P remains involved beyond the appointment through onboarding, follow-up and guarantee.
Proven before placed
For critical appointments, relevant evidence matters. We look for candidates with a demonstrable track record from comparable roles, environments and challenges — and validate that track record through structured interviews and professional references.
A rigorous search process
From market mapping to final appointment
1. Define
Role, business context, success criteria and stakeholder expectations.
2. Search
Comprehensive identification and direct approach across the relevant market.
3. Assess
Structured interviews covering track record, leadership behaviour, motivation, relevant situations and fit with the agreed success criteria.
4. Shortlist
A focused shortlist of typically 3–4 qualified candidates.
5. Select
Client interviews with relevant stakeholders and structured final evaluation.
6. Validate
3–5 professional references, including relevant former managers, peers and stakeholders where possible.
...And beyond the appointment
Our involvement continues after the employment contract is signed.
Onboarding
Structured support during the first three months.
Follow-up
Regular dialogue with the appointed leader and relevant stakeholders.
Early performance
Progress against expectations, organisational integration and early issues are addressed before they become larger problems.
Guarantee
12 to 18 month replacement guarantee, depending on the agreed mandate.
Fixed fee. Clear commitment
A fixed agreed fee
The fee is agreed as a fixed amount independent of the salary package, and remains fixed throughout the process.
The agreed fee remains unchanged regardless of the final candidate's compensation package.
Payment is divided across four milestones, reflecting FG&P's involvement from search initiation through appointment, onboarding and follow-up.
Typical Search assignments
Procurement · Supply Chain · Operations
Typical assignments include:
Procurement
CPO · Procurement Director · Head of Procurement
Supply
Chain
CSCO · Supply Chain Director · Head of Supply Chain · Logistics Leadership
Operations
COO · Operations Director · Plant Manager · Production Director
Particularly relevant for manufacturing and industrial companies.
When Search follows Interim
Interim now. Permanent when ready.
A sudden leadership gap does not always allow time for a rigorous permanent search.
FG&P can provide experienced Interim leadership immediately and conduct the Permanent Search in parallel — or when the organisation is ready.
Interim can also bridge the period between appointment and the permanent leader's start date.