Executive hiring is different when execution still matters
At executive level, the cost of getting it wrong is significant. A strong CV, a recognised brand name, or a polished interview performance does not guarantee impact once a leader is operating inside your organisation.
This becomes even more pronounced in businesses evolving their operating models, entering unfamiliar markets, or building new capabilities alongside established teams. Titles often look similar on paper, but the reality of each role can be materially different.
Many senior hires fail because the expectations of the role are misjudged. Assessment processes prioritise experience or reputation over context and execution. Founders and boards are not simply hiring background. They are taking a calculated risk on judgement, adaptability, and the ability to perform under pressure.
Executive search built for organisations adapting to change
As an executive search and headhunting partner, we work closely with founders and leadership teams to deliver senior‑level hires. Our executive search recruiters specialise in Director and C‑suite appointments across marketing, product, and digital.
Solis exists to support businesses that cannot afford a misaligned executive hire. We partner with founders, boards, and senior leadership teams to appoint executives who can operate in ambiguity, make sound decisions at pace, and build teams that deliver measurable commercial outcomes.
Our experience spans organisations at different stages of maturity, including those building new propositions, scaling leadership capability through growth or investment, and modernising executive teams as markets evolve through technology, changing customer behaviour, and the increasing influence of data and AI.
This is retained executive search designed to protect outcomes in complex, fast‑moving digital environments.
Built on a decade of pattern recognition in executive hiring
Solis is led by Jay Thandi, who has spent over a decade recruiting senior leaders across the UK, US, Europe, and the Middle East, supporting organisations across multiple industries and business models.
That experience includes appointing founding executives in 0–1 environments, scaling leadership teams through rapid growth and private equity phases, and hiring senior leaders into established organisations with complex stakeholder structures.
This exposure shapes how we assess leadership. We do not rely on surface‑level signals or assumptions based on previous employers. We look at how leaders have built capability, where they have created leverage, and how they behave when certainty, structure, or resources are limited.
Pattern recognition across markets and growth stages allows us to identify what will work in your environment, not just what looks impressive on paper.
Why senior executive hires fail
Executive failure is rarely about intelligence or intent. More often, it is caused by mismatch.
Below are the most common failure points we see when senior hires do not deliver as expected:
Hands‑on senior leaders who get stuck in
Many senior candidates are strong at setting direction but are no longer close to the day‑to‑day work. They can describe the vision, but have less exposure to the trade‑offs, blockers, and practical decisions that determine progress.
In growing or changing organisations, this creates distance between plans and delivery. Execution slows, teams lose clarity, and founders or boards are pulled back into the detail.
We prioritise hands‑on senior leaders who are comfortable rolling their sleeves up when needed, staying close to decisions, and taking responsibility for turning intent into action.
Leaders shaped by their environment
Senior executives are often a product of where they have worked before. Some bring deep sector knowledge and proven ways of operating, while others bring outside perspective to challenge thinking and drive change.
The issue arises when there is a mismatch between how a leader works and what the organisation actually needs next. That might mean too much structure where flexibility is required, or too much disruption where stability matters.
We help clients assess when industry experience is critical, when outside learning adds value, and how leaders adapt their approach to fit the moment.
Alignment with founders, boards, and stakeholders
An executive can be capable and experienced and still struggle within a specific leadership environment. What works in a founder‑led business, a PE‑backed organisation, or a large corporate is often very different.
Issues most commonly arise when expectations around autonomy, decision‑making, and pace are not aligned early. A leader used to full independence may find themselves constrained by governance, while someone used to structured decision‑making may struggle in a faster, less defined environment.
When this misalignment persists, trust erodes and relationships break down, often within the first year.
As part of our retained process, we go beyond surface interviews to understand how candidates operate in real situations, how they handle pressure, and how they work with founders, boards, and senior stakeholders in practice.
How we assess leadership risk during retained search
Executive search fails when assessment focuses on credentials rather than context. Our retained approach is designed to build a clear, real‑world picture of how a leader will operate inside your business, not just how they perform in interviews.
We start by understanding your reality. That includes decision‑making dynamics, reporting lines, leadership expectations, pace, and where accountability genuinely sits. This context shapes how we assess every candidate from the outset.
As part of our retained process, we go beyond surface‑level conversations. We explore how leaders have behaved in comparable situations, how they make decisions under pressure, and how they navigate ambiguity, constraint, and competing priorities.
This includes:
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Structured interviews focused on delivery, judgement, and trade‑offs rather than theory
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Contextual referencing to understand how a leader has actually operated in role
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Exploration of leadership style across different environments, including founder‑led, PE‑backed, and more structured organisations
Our role is not to tell clients who to hire. It is to surface risk early, provide clarity, and support informed decisions so leadership appointments succeed in practice, not just on paper.
This is where retained executive search delivers its value.
The executive disciplines we specialise in
Solis operates as a specialist executive search partner across Product, eCommerce, and Marketing leadership. These functions sit at the intersection of strategy, execution, and commercial accountability and are often where leadership gaps have the greatest business impact.
Product Leadership Executive Search
We support leadership teams hiring senior product executives who align roadmap, delivery, and commercial objectives.
Typical roles:
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Chief Product Officer
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VP Product
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Product Director
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Product Design Director
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Head of Product
Strong product leadership requires prioritisation, stakeholder credibility, and the ability to scale teams and processes while maintaining pace. We identify leaders who have delivered within growth environments and driven measurable business outcomes.
Visit our Product Management Executive Search to learn more.
eCommerce & Marketplace Executive Search
We partner with businesses hiring senior eCommerce and digital commerce leaders with full commercial accountability.
Typical roles:
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VP eCommerce
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eCommerce Director
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Head of Digital
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Marketplace Lead
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Trading Director
Effective eCommerce leaders operate across technology, trading, logistics, customer experience, and P&L. We place leaders who can scale revenue, improve conversion, and manage complexity across channels and markets.
Visit our eCommerce Executive Search to learn more.
Marketing, Branding & Growth Executive Search
We work with organisations hiring senior marketing and growth leaders accountable for revenue impact, not just activity.
Typical roles:
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CMO
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VP Marketing
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Growth Director
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Senior Performance Leaders
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Brand Directors
Modern marketing leadership demands commercial judgement, data fluency, and board‑level credibility. We identify leaders who can build sustainable demand engines and align brand with performance.
Visit our Marketing Executive Search to learn more.
Why we deliver executive search on a retained basis
Executive hiring requires time, focus, access, and discretion. That is why Solis delivers executive search exclusively on a retained basis.
A retained model allows us to step away from CV‑driven recruitment and operate as a genuine search partner. It creates the space to map the market properly, engage senior leaders discreetly, and assess candidates against your real operating environment.
Retained assignments with Solis include a one‑year free replacement period, providing peace of mind and shared accountability for the long‑term success of the hire.
This is not about filling a role quickly. It is about protecting outcomes, reputation, and momentum at leadership level.
What our retained search covers
Every retained search is tailored, but our work typically includes:
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Deep briefing to align on outcomes, leadership expectations, and risk factors
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Market mapping across known, adjacent, and hard‑to‑reach talent pools
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Discreet engagement and structured assessment against execution and fit
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Clear shortlists with context, not just CVs
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Support through selection, offer, and transition into role
International reach and regional leadership builds
While London‑led, Solis operates as an international executive search partner. We regularly support UK businesses expanding into the US, Europe, and the Middle East, as well as international organisations entering the UK market.
Our work includes appointing regional leaders, building early teams around key hires, and advising on compensation and talent availability across France, Germany, the Netherlands, the Nordics, and the UAE.
Thinking about a senior hire?
If you are planning an executive hire and want a grounded, experienced view on leadership profiles, market conditions, or search approach, we are happy to advise.
Whether you are ready to initiate a retained search or need clarity before committing, the conversation is valuable.
Why we recommend Retained Search
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We establish your hiring priority and personalise our service to suit your business need
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We determine the best and most effective search strategy to ensure you find the right talent without significant delays
3.
We attract and evaluate talent through a rigorous process, ensuring we share qualified and highly engaged profiles
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Sharing of market map to help the business understand the talent landscape for key hires
Benefits of Retained Search
1.
We establish your hiring priority and personalise our service to suit your business need
2.
We determine the best and most effective search strategy to ensure you find the right talent without significant delays
3.
We attract and evaluate talent through a rigorous process, ensuring we share qualified and highly engaged profiles
4.
Protecting your business reputation, and ensuring that your hiring needs are kept confidential
5.
Attract and Create more diverse workforce