Executive Search and Recruitment
Getting it right from the beginning. For everyone.
Executive Search
and Recruitment
Getting it right from the beginning.
For everyone.
I have worked with any number of search consultants, both as the potential employer and as a potential employee. This was the most thorough, competent and professional contribution I have seen from a search consultant.
JOHN DALEY, Chair | Australian National Academy of Music
I have worked with any number of search consultants, both as the potential employer and as a potential employee. This was the most thorough, competent and professional contribution I have seen from a search consultant.
JOHN DALEY, Chair | Australian National Academy of Music
As a leading CEO of 20+ years in the arts and culture sphere, I have always been acutely aware of the high stakes of recruitment; Executive Search in particular.
Conventional searches can result in much time, energy, goodwill and strategy being squandered by both Boards and candidates. This is dispiriting for all concerned.
The well-worn and self-managed path can also, unintentionally, rob the small to medium arts and culture sector of the optimism, strength and potential that’s essential to a healthy future.
It does not have to be this way.
From first-hand experience, I know the recruitment process is a huge responsibility, with lives deeply affected by the process. It’s just one reason why I choose to spend real time with both candidates and selection panels.
Results have shown that it is possible to find the right person for the right role using the right process. One that is tailored. One that is based on clarity and purpose. One that brings a positive outcome for all, including the sector.
My approach is based on these fundamentals:
- Deep knowledge of how arts and cultural organisations are led when they are at their best
- Unique processes and tools to assist Boards to make their own wise and informed decisions
- An abiding respect and care for the humanity of candidates
- A 360-degree radius of trust, confidentiality and integrity
As a leading CEO of 20+ years in the arts and culture sphere, I have always been acutely aware of the high stakes of recruitment; Executive Search in particular.
Conventional searches can result in much time, energy, goodwill and strategy being squandered by both Boards and candidates. This is dispiriting for all concerned.
The well-worn and self-managed path can also, unintentionally, rob the small to medium arts and culture sector of the optimism, strength and potential that’s essential to a healthy future.
It does not have to be this way.
From first-hand experience, I know the recruitment process is a huge responsibility, with lives deeply affected by the process. It’s just one reason why I choose to spend real time with both candidates and selection panels.
Results have shown that it is possible to find the right person for the right role using the right process. One that is tailored. One that is based on clarity and purpose. One that brings a positive outcome for all, including the sector.
My approach is based on these fundamentals:
- Deep knowledge of how arts and cultural organisations are led when they are at their best
- Unique processes and tools to assist Boards to make their own wise and informed decisions
- An abiding respect and care for the humanity of candidates
- A 360-degree radius of trust, confidentiality and integrity
A Selection of Projects
After a tumultuous period for regional festivals, Four Winds approached me to help them “reset the dial” with their next Executive Director.
The hard-working Board recognised they needed assistance to actively seek the best person, and to help them set a new direction post-Covid.
The outcome? Read the Board’s words.
The appointment is being seen as something of a coup for Four Winds – as in fact, it is.
I know you worked extraordinarily hard to achieve this outcome. Your diligence and professionalism really did make the difference and for this we are very grateful.
Your research work prior to the search has been very useful and will serve as the basis for the wider work we will be doing on strategic directions.
All this you did with great empathy and understanding for Four Winds as an organisation, which is part of the “above and beyond” commitment you made to the success of this search.
MICHAEL DARLING | Chair, Four Winds
After a tumultuous period for regional festivals, Four Winds approached me to help them “reset the dial” with their next Executive Director.
The hard-working Board recognised they needed assistance to actively seek the best person, and to help them set a new direction post-Covid.
The outcome? Read the Board’s words.
The appointment is being seen as something of a coup for Four Winds – as in fact, it is.
I know you worked extraordinarily hard to achieve this outcome. Your diligence and professionalism really did make the difference and for this we are very grateful.
Your research work prior to the search has been very useful and will serve as the basis for the wider work we will be doing on strategic directions.
All this you did with great empathy and understanding for Four Winds as an organisation, which is part of the “above and beyond” commitment you made to the success of this search.
MICHAEL DARLING | Chair, Four Winds
I was approached by the MCO who were in a position of some delicacy regarding succession planning, and appointing a new Artistic Director. Being in the midst of Covid, the staff members were stretched just trying to cover all the ever-changing bases.
Not only did I relieve them of the process work, the bespoke background work I provided was, in the words of the Board “worth the contract in itself”, giving the Board a broader reality test on which to base their important decisions, not only for the Artistic Director, but for the future directions of the organisation.
In the end, I managed to secure a candidate they never dreamed would be possible and, with such an outstanding person on board, the organisation is set for a stellar future.
“I have worked with many people in recruitment and executive search and this was a superlative experience.
Not only did Mary Jo source an excellent range of candidates, a veritable embarrassment of riches, she walked with us every step of the way. Above and beyond has been her wise counsel and support.”
FRAN THORN | Chair, Melbourne Chamber Orchestra
I was approached by the MCO who were in a position of some delicacy regarding succession planning, and appointing a new Artistic Director. Being in the midst of Covid, the staff members were stretched just trying to cover all the ever-changing bases.
Not only did I relieve them of the process work, the bespoke background work I provided was, in the words of the Board “worth the contract in itself”, giving the Board a broader reality test on which to base their important decisions, not only for the Artistic Director, but for the future directions of the organisation.
In the end, I managed to secure a candidate they never dreamed would be possible and, with such an outstanding person on board, the organisation is set for a stellar future.
“I have worked with many people in recruitment and executive search and this was a superlative experience.
Not only did Mary Jo source an excellent range of candidates, a veritable embarrassment of riches, she walked with us every step of the way. Above and beyond has been her wise counsel and support.”
FRAN THORN | Chair, Melbourne Chamber Orchestra
The Australian National Academy of Music needed someone they could trust to get to the bottom of each candidate’s potential and understand how they might fit the brief for this respected national training institution.
We all realised we would need to be training musicians of the future differently, and I was able to have long conversations with amazing potential candidates from around the world until we arrived at successfully appointing an outstanding candidate from Lapland.
Importantly, everyone involved in the process – from staff to candidates – felt heard and respected, which was critical to the ongoing relationships for all.
I have worked with any number of search consultants, both as the potential employer and as a potential employee.
This was the most thorough, competent and professional contribution I have seen from a search consultant.
JOHN DALEY | Chair, Australian National Academy of Music
The Australian National Academy of Music needed someone they could trust to get to the bottom of each candidate’s potential and understand how they might fit the brief for this respected national training institution.
We all realised we would need to be training musicians of the future differently, and I was able to have long conversations with amazing potential candidates from around the world until we arrived at successfully appointing an outstanding candidate from Lapland.
Importantly, everyone involved in the process – from staff to candidates – felt heard and respected, which was critical to the ongoing relationships for all.
