Independent by design
An independent model creates room for direct communication, thoughtful market mapping, and a focused relationship with the people involved in every search.
Independent Senior Executive Search Consultant
Connecting exceptional leaders with consequential opportunities.
John Mike provides a discreet, relationship-led executive search service built around thoughtful assessment, market insight, and a strong understanding of leadership fit.
Executive SearchLeadership AdvisoryConfidential Representation
John MikeIndependent
Executive Search
Executive Search
01 / Professional Profile
A search partner built around judgment.
I work independently to bring senior-level attention to executive hiring and career conversations, combining disciplined search practice with a human understanding of ambition, culture, capability, and timing.
Senior-level perspective
Executive appointments require more than a strong résumé. I focus on leadership scope, context, track record, motivation, and the conditions in which an executive can genuinely succeed.
Discreet and relationship-led
Confidentiality, professionalism, and clear expectations sit at the center of candidate and client relationships throughout the search process.
Built for meaningful fit
The goal is not simply to fill a position. It is to create a credible connection between a leadership need and an executive opportunity that makes sense for both sides.
Clear contextI explain the opportunity and why your background is relevant before asking you to invest time.
Confidential dialogueSenior-career conversations are handled with discretion and professional judgment.
No pressureYou should have space to understand an opportunity and decide whether it fits.
Direct accessUse this site to come back to the same professional point of contact.
Trust in practice
What a serious candidate should be able to see.
I have added practical information so you can understand how an executive search conversation works before you decide whether to engage.
Candidate promise
Know why you were approached.
I believe a credible approach should give you enough information to judge relevance. That means understanding the nature of the role, the leadership context, the stage of the process, and what would happen next when those details can be shared.
ContextConfidentialityClarityRespect
Candidate tools
Useful before you say yes.
These simple tools help you prepare for a first conversation without committing to an opportunity.
01
Opportunity Fit Check
Answer three quick questions about the kind of move you are considering and receive a simple starting point for your conversation.
02
Candidate Questions
Use a ready-made checklist covering mandate, reporting line, expectations, location, process, and next steps.
03
Candidate Introduction
Prepare a concise introduction with your current focus, leadership scope, and the kind of opportunity you would consider.
Opportunity Fit Check
Decide what matters before deciding whether to explore.
This is not an assessment of your suitability for a particular role. It is a prompt to clarify your own priorities.
Your result
Select your priorities and I will suggest what to clarify in the first conversation.
02 / Expertise
Where executive search becomes strategic.
A focused search practice for organizations seeking leadership talent and senior professionals considering their next significant move.
01
Executive Search
Targeted identification, outreach, assessment, and presentation of senior leadership talent for critical appointments.
02
Leadership Talent
Structured conversations that look beyond credentials to leadership capability, operating context, motivation, and fit.
03
Market Mapping
Focused research and relationship building to understand relevant leadership markets and uncover qualified talent.
04
Candidate Advisory
Confidential guidance for senior professionals navigating opportunity, positioning, process, and career decisions.
05
Stakeholder Alignment
Clear communication across candidates, hiring leaders, and decision makers to keep expectations aligned throughout a search.
06
Confidential Mandates
A discreet approach for sensitive leadership searches where trust, judgment, and careful communication matter.
03 / Search Approach
Rigorous enough for the role. Human enough for the person.
My approach is designed to make senior hiring conversations clearer, more informed, and more purposeful from first contact through final decision.
01
UnderstandI begin with the mandate, the business context, the leadership challenge, and the outcomes the appointment must deliver.
02
MapI identify relevant talent pools, adjacent markets, leadership profiles, and the people worth approaching discreetly.
03
AssessI use structured conversations to explore capability, experience, motivation, leadership style, and genuine alignment.
04
ConnectI support transparent communication and informed decisions so both sides can evaluate the opportunity with confidence.
“The right executive appointment is a decision about the future of the organization, not simply the next vacancy.”
John Mike · Executive Search ConsultantProfessional Philosophy
Credibility comes from the quality of the conversation.
I believe senior search works best when people receive honest context, thoughtful questions, and enough information to make a decision that can stand up beyond the interview process.
04 / For Candidates
Your career deserves a considered conversation.
If I approach you about an opportunity, my aim is to give you enough context to understand why the role may be relevant before you decide whether to explore it.
What you can expect
- Clear context about the opportunity, leadership challenge, and process when information can be shared.
- A confidential and professional first conversation without pressure to proceed.
- An honest discussion about alignment between your experience and the mandate.
- Thoughtful communication throughout the stages of a search you enter.
- Respect for your time, current position, confidentiality, and career objectives.
Candidate Trust Centre
Questions worth asking before you proceed.
A good search process should make it easier, not harder, to ask sensible questions.
If I contact you
Verify. Understand. Then decide.
If an approach is unfamiliar or you simply want more certainty, use this website as your reference point and ask for enough context to make an informed choice.
Safety reminder: never send money or sensitive financial information simply because someone says they are representing a recruiter. Verify the person and opportunity independently.
Why was I approached?You should be able to discuss the connection between your background and the mandate.
What can you tell me about the role?Ask about the business, leadership challenge, reporting context, location, and process where appropriate.
What happens next?Ask who will be involved, what information is needed, and how communication will work.
Can I take time to consider?A senior career decision deserves thoughtful consideration. You do not need to rush simply because an opportunity is interesting.
Executive Search in Context
Professional environments where leadership matters.
Corporate search conversations often involve complex teams, changing markets, and high-stakes decisions. The imagery below is illustrative corporate photography for the site.
Candidate FAQ
Questions candidates commonly have.
A transparent first step starts with practical answers.
You may be approached because your experience, leadership scope, industry background, or track record appears relevant to a mandate. An approach is an invitation to explore, not an obligation to proceed.
No. Senior professionals are often open to hearing about the right opportunity even when they are not actively applying. The important question is whether the opportunity is meaningful enough to explore.
Ask about the business context, why the role exists, what success looks like, reporting relationships, location, process, timing, and what information can be shared at that stage.
Take your time. Verify who contacted you, use trusted contact information, ask for role context, and never provide money or highly sensitive information merely to continue a conversation.
05 / Professional Portfolio
Experience, mandates, and outcomes.
This portfolio is structured to showcase verified professional achievements, search mandates, leadership appointments, and selected career highlights as they are added.
Portfolio / Executive Search
Selected search mandates
Use this space to document significant executive searches, the leadership challenge involved, the market addressed, and the outcome achieved.
Mandate scopeTalent mappingFinal appointment
Portfolio / Career Highlights
Professional achievements
A curated record of milestones, recognitions, specialist expertise, notable assignments, and other evidence of professional impact.
LeadershipAdvisoryTrack record
06 / Contact
Let’s make the right introduction.
Whether you are a senior professional considering a confidential opportunity or an organization looking for leadership talent, start with a direct conversation.