Executive Talent Search

We recognize that the selection of a CEO is the midpoint of a process, not the end. The Chief Executive role is sensitive and unique, particularly in the current atmosphere of volatility, uncertainty, complexity and ambiguity (VUCA). These uncertainties require a pragmatic approach and aligned view on the business and leadership requirements of the CEO, one that must be reviewed regularly over the course of a transition.

You can count on our collaboration in all aspects of a CEO succession journey, which should be an ongoing planning process to deliver a comprehensive and effective CEO transition, succession and onboarding protocol. We partner with you to ensure that you have developed the best possible internal options for potential CEO successors, and we can confidentially benchmark their readiness.

This process builds a strong top team and creates support for the selected CEO. The CEO transition process also means working hand-in-hand with your board of directors to develop a clear, workable succession plan that aligns with their long-term goals and vision. For maximum impact, we aim to partner with our clients in all aspects of the CEO leadership journey.

That journey begins by aligning with your board regarding the company’s future transformational needs and CEO requirements. We then help you build a compelling internal pipeline of senior leaders with CEO potential by identifying, assessing, and advising them on their development journey. This process builds a strong top team and helps create support for the selected CEO. Working with our own global industry practices, we have access to the best external candidates. We assess them based on the same robust and comprehensive methodology that we use with internal candidates.

Today’s Financial Officers must shoulder a seemingly endless range of responsibilities. They must fend off activist investors, ensure compliance, and manage global capital flows. The Chief Financial Officer (CFO), in particular, is often tasked with the oversight of transformation, innovation, and other far-reaching initiatives. And the financial function itself is undergoing significant change, becoming more automated and capable of providing rich analytic insights for those who can harness them.

All of this change requires a new type of Financial Officer. These leaders must be adaptable, innovative, and fast. The CFO must not only lead his group but agitate for better performance, generate insights for the rest of the C-suite, and stand as the Chief Executive Officer’s closest advisor.

At Three Rivers HR, we work hand-in-hand with the board and chief executives to help them identify, develop, and recruit the financial leaders of the future. Because we know the sector, we are able to leverage our experience and networks to help build entire finance leadership teams. We also help design succession plans and build a pipeline of internal CFO candidates for our clients.

If technology is defining our future every minute of the day and technology leaders are in charge of our future. Technology is progressively turning into the operating system of every business process. It is transforming organizations from within, inspiring technology leaders to rise to meet unprecedented challenges, ranging from technology expertise, to navigating complex stakeholder relationships.

This new reality has reset the benchmark for technology management and leadership, forcing organizations to re-examine their existing talent and accelerate the technology function’s integration into the rest of the organization.

Tomorrow’s technology leader has to be not only the smartest technologist in the room – but also the smartest relationship builder across the entire organization. At Three Rivers HR, we work hand-in-hand with the board and chief executives to help them identify, develop, and recruit the Chief Technology Officers of today and the future.

Boards today face more complex challenges than ever. They must balance many issues, from shareholder activism to cybersecurity, and compliance issues to diversity and innovation. As such, finding the appropriate candidates with the right qualifications who represent your company’s values is essential to the wellbeing of any business.

Three Rivers HR’ team knows what it takes to put together an effective board director hiring strategy. We also know that no one person has all the different types of expertise a modern business needs, which is why recruiting a board which represents a diverse set of perspectives and backgrounds is more critical than ever.

Three Rivers HR’ board recruitment process is also deeply committed to diversity and inclusion and feel passionate about bringing the value of multiple views and differences into the boardroom. Our global network of consultants is committed to finding not just the obvious candidates but those who are less known. As a result, we can match your business to deeply qualified leaders who are armed with the skills to handle today’s biggest business issues.