Executive Search and Leadership Advisory Firm in London, UK

When it comes to Executive Search, Stanton Chase London believes in doing things differently. We are entrepreneurial, agile, and not bound by prescribed ways of working. The way we work is open-ended and flexible, and we tailor our approach to every assignment.

Recognizing that each of our assignments, clients, and candidates is unique means that we approach every search we conduct without preconceived notions. We also strongly believe in starting each search from scratch and not recycling candidates from past searches.

We pride ourselves on our longstanding track record of delivery and nearly five decades of successful searches. We believe that the key ingredients behind the successful partnerships we have with our clients and candidates are respect, honesty, humility, integrity, and trust.

As Executive Search professionals, we know how much our interactions with candidates influence their perceptions of our clients. As a result, we ensure that candidates have a positive experience, regardless of their success, by challenging them, supporting them, giving them honest feedback, and encouraging them to succeed.

Our goal is to promote purpose-driven, ethical searches. We genuinely care about our clients and candidates and embody this belief through our commitment to achieving the highest standards. Nevertheless, we are not afraid to challenge a candidate’s or client’s thinking when necessary.

A natural curiosity and thirst for knowledge motivates us to pay attention to people, understand their motivations and values, and learn about them. Through our unique blend of Executive Search and industry expertise, we build trust and credibility with our clients while accurately and compellingly communicating their stories to the market.

Board appointments reach the heart of every organisation, influencing strategy, change, and sustainable growth. Our specialised global board advisory capabilities offer services at board and C-suite level, delivering executive search and leadership consulting solutions, local insights, and strong expertise across industries.

It is critical to remain independent whilst deploying empathetic and human leadership to help shape an organisation’s future. As such, we strive for diverse longlists and shortlists in every search, treating each assignment as new without simply re-using the same candidates from databases or previous assignments. There is logic to this—if search firms continue reworking the same list of candidates every time they conduct a similar search, nothing will ever change. Boards and leadership teams are unlikely to become more diverse and ten years from now we will still be discussing the same challenges and wondering why nothing has progressed. This is also why we encourage our clients, where possible, to hire for potential. If we only hire people who have proven experience in a specific role or sector, we will never change that pool of candidates. We check our own unconscious bias and seek to embrace conscious inclusion to make sure that the assessment of the candidate is as objective as possible. We encourage our clients to do the same and to create diverse interview panels where possible.

We believe that by thinking and doing things differently we will achieve different and better outcomes.

The world’s leading assessment tools have consistently proven to be the best predictors of workplace effectiveness.​ Both in support of executive search assignments and for ongoing leadership development, we provide solutions that help organisations better define the executive and leadership capabilities required to deliver their strategic goals and then assess leaders’ abilities to deliver them.

Our approach to leadership assessment involves triangulating data sources, including in-depth behavioural interviews and validated psychometrics, to more accurately predict fit for role and performance. Whether it be for selection or development, or pre- or post-close assessment, we balance rigour with relationship building. ​We frame the assessment as a developmental discussion and provide actionable feedback to the individual to immediately improve effectiveness.​ When recruiting, an inclusive approach to candidate assessment is not just a DE&I initiative, it is the answer to the problem​.

We have deep international and multi-sector assessment experience and are certified in the use of the following tools, which comprise a research base of several million data sets, providing high levels of validity and predictability. ​These include:​

• Personality assessments​
• Numerical, verbal, diagrammatic analysis, abstract reasoning aptitude​
• Leadership impact​
• Organisational culture​
• Digital readiness​
• 360 feedback

Creating Stories of Leadership and Belonging Around the World. 

We are a global firm owned by its partners. Our purpose is to identify the diverse role models of the future. A future that is ethical, equitable, and sustainable. 

We embrace our heterogeneity and strive to make everyone feel that they belong. We look beyond labels and stereotypes and celebrate what makes each individual unique. We have unity in diversity and are stronger and more innovative because of our differences.

We encourage our clients to view inclusion and diversity as ethical and strategic imperatives that ultimately drive business performance. Our teams across the world work together with passion, humility, and integrity to build trust with our clients. Through listening and inspiring we enable our clients to create diverse leadership teams, where the focus is on hiring for potential and culture “add”. We are not afraid to challenge or point out bias. We take our responsibilities seriously.

It takes a global village to create inclusive, sustainable, and transformational leadership stories.

We truly believe that widening the gate does not mean lowering the bar and we are passionate advocates for and ambassadors and signatories of: