Different leadership questions require different ways of searching.
From critical executive search to global team building, talent intelligence and board advisory, we design the work around the leadership question—not around a standard search template.
Critical Leadership Search
When a role can materially change a company's technology direction, commercial growth or organizational capability, simple profile matching is not enough.
- When clients typically need it
- You are hiring a CTO, Chief Scientist, business leader, regional executive or another role with disproportionate impact; the mandate is new or hard to benchmark; or the search requires discreet access to a small number of high-value candidates.
- How GracePeak is different
- We start with the business problem rather than the title, redefine the leadership profile, search across adjacent ecosystems, and keep senior partners directly involved in judgment and engagement.
- Typical mandates
- C-suite executives
- CTO
- Chief Scientist
- AI / Engineering leaders
- Business heads
- Regional leaders
Global Leadership Build
Global expansion is not about copying a headquarters talent model into another country. The harder task is finding leaders who understand the local market and can still build trust and execution across borders.
- When clients typically need it
- You are entering the US, Europe, the Middle East, Asia-Pacific or another new market; building a local business from zero; upgrading an existing overseas team; or hiring a Country GM, Regional President, Sales VP, Channel Leader or critical functional head.
- How GracePeak is different
- GracePeak understands both how Chinese companies make decisions and how overseas talent markets work. We look beyond 'local hires' to identify leaders who can connect two worlds, build the business and operate across cultures.
- Typical mandates
- Country GM
- Regional President
- Sales VP
- Channel
- Market entry
- Local leadership team
Talent Intelligence
Some leadership decisions should begin before a search is opened. When entering a new field, planning an organization or assessing critical talent, companies first need to understand what the market actually looks like.
- When clients typically need it
- You need talent feasibility before entering a new technology or market; a critical role is not yet formally open; the board or management team needs to understand competitor talent structures; or you want to build a long-term leadership pipeline.
- How GracePeak is different
- We combine mapping, market research, candidate conversations and long-term relationship intelligence. The goal is not only to show who exists, but to understand where capability is forming, how talent moves and how the organization may need to be designed.
- Typical mandates
- Confidential mapping
- Market intelligence
- Competitive talent landscape
- Leadership pipeline
Board & Strategic Advisory
Not every important leadership question requires a full-time executive. Sometimes the company needs someone who understands the industry, brings independent judgment and can improve the quality of critical decisions.
- When clients typically need it
- You are strengthening the board; entering an unfamiliar market or technology field; preparing for a major investment, acquisition or transformation; or building a high-quality network of senior experts and advisors.
- How GracePeak is different
- We do not simply connect companies with prominent names. We identify directors and advisors who can engage, challenge assumptions, contribute experience and work effectively with management.
- Typical mandates
- Independent directors
- Strategic advisors
- Industry experts
- Advisory networks