Professional Service
IT Search &
Selection
Permanent, Fractional and Temporary leadership to drive technology and transformation.
CIO / CTO
CISO
Fractional
Interim
ERP
From leadership need to operational results: we place credible IT leaders aligned with the business and execution‑focused, reducing the risk of wrong hires.
When strong IT leadership is missing, projects slow down, suppliers end up “driving” decisions, cybersecurity remains reactive and governance becomes fragile. We support companies and industrial groups in identifying and selecting managerial profiles—Permanent, as well as Fractional and Temporary—able to lead infrastructure, cybersecurity, ERP, applications and IT governance with a vision consistent with strategy, digital maturity and the organisational context. We reduce the risk of mismatch by accelerating the appointment of an authoritative leader whose impact is measurable through outcomes.
When strong IT leadership is missing, projects slow down, suppliers end up “driving” decisions, cybersecurity remains reactive and governance becomes fragile. We support companies and industrial groups in identifying and selecting managerial profiles—Permanent, as well as Fractional and Temporary—able to lead infrastructure, cybersecurity, ERP, applications and IT governance with a vision consistent with strategy, digital maturity and the organisational context. We reduce the risk of mismatch by accelerating the appointment of an authoritative leader whose impact is measurable through outcomes.
01
01
Selecting IT executive roles and functional leadership
- CIO / Head of IT — CTO / Head of Engineering — BU IT Director — Digital/Transformation Lead
- Head of Infrastructure / Cloud / Operations — Service Delivery Manager — ITSM Lead
- CISO / Head of Cybersecurity — Security Manager
- ERP Director / Program Manager — Enterprise Applications Lead (CRM / PLM / MES / WMS / TMS)
02
Engagement models: Permanent, Fractional, Temporary (Interim)
03
Alignment with the organisational context (not just “technical skills”)
04
Hard + soft skills assessment (evidence‑based)
05
Reducing the risk of a “bad hire”
Delivery Methodology
A three‑phase journey,
with governance and decision transparency
PHASE 01
Diagnosis & Mapping (Role Definition & Success Profile)
Objective
Precisely define who you truly need and how success will be measured.
Output
Job & Success Profile + Scorecard + search plan.
PHASE 02
Design & Activation (Sourcing & Assessment)
Objective
Generate high‑quality candidates and evaluate them in a comparable and objective way.
Output
Qualified longlist + shortlist with evaluations and recommendation.
PHASE 03
Consolidation & Autonomy (Selection, Offer & Onboarding)
Objective
Close the selection while reducing risk and accelerating the manager’s impact. Targeted reference checks on real situations: crisis, delivery, people leadership, stakeholders.
Output
Selection pack + onboarding and measurement plan.
02
Role & Success Profile (clear mandate)
Selection Scorecard (objective criteria)
Market Mapping & Talent Pipeline (if requested)
Qualified Longlist + Shortlist of top candidates
Candidate Assessment Report
Reference Check Pack
Offer & Contract Support Notes
Onboarding & 90‑Day Plan
Optional modules (when needed)
Confidential Search
For replacements or sensitive roles: end‑to‑end discreet management, with maximum confidentiality towards the market and the organisation.
Fractional Leadership (e.g., part‑time CISO / CIO)
To accelerate governance and reduce time‑to‑impact without an immediate permanent hire.
Interim / Temporary Management
For critical phases: carve‑out, ERP go‑live, cyber incident, vendor turnaround.
IT Team Assessment
Skills map, roles and succession plan in parallel with the search, for a complete view of the IT function.