What we do

O’Malley Sorohan is an executive search and selection firm enabling high growth entrepreneurial clients find the business leaders they require. O’Malley Sorohan supports clients to search for and select senior leadership executives, non-executive directors and independent expert advisors. We have managed assignments across a wide variety of roles (see examples by positioning cursor over logos below).

  • Bronto

    Roles filled:

    CRO

  • Cubic

    Roles filled:

    CPO, CTO

  • Illumina Ventures

    Roles filled:

    European Investment Team

  • Camile

    Roles filled:

    Chief Marketing Officer

  • Zinkworks

    Roles filled:

    NED, CRO

  • Three

    Roles filled:

    Leadership squad appointments

  • Spectrum.Life

    Roles filled:

    CFO

  • 2K Games

    Roles filled:

    VP Demand Generation

  • NVD

    Roles filled:

    COO

  • Irish Times

    Roles filled:

    NED x4

  • Roomex

    Roles filled:

    CEO

  • OneView

    Roles filled:

    CFO

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

However, in our experience, there are some key considerations we pay attention to when filling senior leadership roles, non exec positions and expert requirements.

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

    • 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
    • Experience / skill mix - Determining importance of non exec / governance skills vs. functional skills vs industry understanding / connections
    • Knowledge – Subject matter expertise required
    • Business understanding - Ability to understand business situation and requirements
    • Communications / influence - Ability to impart knowledge in a way that is relevant and makes sense to the business
    • Values alignment
    • Availability and affordability

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