What we do

O’Malley Sorohan is an executive search and selection firm supporting high growth entrepreneurial clients find the business leaders they require.  O’Malley Sorohan is typically engaged by clients to fill specific senior leadership executive and non-executive positions. We have managed assignments across a wide variety of roles including:

 

  • Roles filled:

    CEO & CFO

  • Roles filled:

    CEO

  • Roles filled:

    CTO

  • Roles filled:

    CHIEF COMMERCIAL OFFICER

  • Roles filled:

    CTO (iON)

  • Roles filled:

    CTO

  • Roles filled:

    CHIEF REVENUE OFFICER & HR DIR

  • Roles filled:

    NON EXEC DIRECTOR

  • Roles filled:

    CMO

  • Roles filled:

    CTO

  • Roles filled:

    CEO & FINANCE DIRECTOR

  • Roles filled:

    COO

Each role is unique, with a unique set of nuances to be understood and defined.

However, in our experience, there are some key watch-outs we consider when filling exec and non exec roles.

Click on the options below for examples of things we think about for different categories of roles:

    • Business impact - Focusing on ability to deliver on targeted business impact rather than rigid candidate profile criteria
    • Experience / skill mix - Determining balance between business scaling experience / functional leadership / hunger and drive
    • Culture fit - Recognising potential need to enhance culture, without pushing too little / too far
    • Diversity – Ensuring diversity essential, but not diversity of values
    • Personal dynamic – Assessing likely dynamic within leadership team vital particularly where founders are involved
    • Experience / skill mix - Determining importance of non exec / governance skills vs. functional skills vs industry understanding / connections
    • Motivation - Understanding motivations of potential candidates – so much more complex than exec roles
    • Commitment - Ensuring clarity on commitment level required
    • Diversity - Understanding potential role of diversity – including whether governance structure in place to manage diversity
    • Personal dynamic - Determining balance required between challenging business / CEO vs supporting business / CEO

We define success not in terms of filling roles but in terms of
client business value creation.