Research shows structured integration doubles success rates. Most executives derail in the first six months. Not from lack of competence, but from integration failures.

• 80% success rate with integration vs 60% without

• Faster time to productivity: 3-4 months vs 6-8 months

• Better stakeholder alignment from day one

• Higher retention: 3+ years vs 18-month average

• Executives build credibility through early wins

• Team dynamics addressed in first 60-90 days

No, we offer a fixed fee for the full engagement (search plus integration) which typically equates to around 22% of the orignially quoted annual salary + super annuation. Paid in thirds at start, short-list, and following the successful completion of the executive integration coaching.

• Predictable costs upfront—no surprises

• Roughly half the cost of traditional search plus separate coaching

• No percentage-based incentives to inflate comp

• Final payment tied to integration milestone

• No scope creep or additional fees

• 8-12 clients per year, per Partner (we're selective about capacity and make a promise to our clients not to water down our efforts ny taking on too many projects)

Traditional firms deliver a candidate and exit. We stay for six months (sometimes up to 12 months post hire). They charge a percentage of compensation (25-35%), we charge a fixed fee. They hand you a shortlist, we provide ongoing coaching through the critical first 180 days. They focus on credentials matching, we assess for situation fit and leadership development capacity. They work transactionally, we work with a small group of clients per year so we can go deep.

Yes. We design succession strategies that go beyond naming a successor — we assess readiness, identify gaps, and support development, ensuring leadership continuity and strategic agility.

We’re based in Australia and work with clients nationally and globally. Many of our advisory services are delivered virtually, with on-site support as needed.

We surface issues early—that's the point of monthly sponsor check-ins. If there are concerns at Month 2 or 3, we work through them: Is it a performance issue? A stakeholder alignment problem? Unrealistic expectations? Sometimes it's fixable with course correction. Sometimes it becomes clear the fit isn't right. Either way, you know early, not at Month 12 when it's extremely expensive.

Depends on urgency. We can compress the search phase slightly (down to 6 weeks in exceptional cases), but we won't skip situation diagnosis or proper assessment. If speed is the only priority, a traditional contingent firm might be better suited, but remember, the fill rate when you engage a contingent firm is around 20%.

6-9 months total. 8-12 weeks for search and placement, then six months of executive coaching. If you need someone in role within 4-6 weeks, we're probably not the right fit—that timeline doesn't allow for proper assessment and situation diagnosis.

We use mutiple tools in our assessment of canddiates, but typically we'll run a psychometric element and then our own Growth Capacity framework. We assess across multiple dimensions: technical competence (necessary but insufficient), leadership capacity and development potential, self-awareness and coachability, team building ability, and situation fit. We're looking for executives who can learn, adapt, and develop, not just replicate what they did in their last role.

No search firm can guarantee outcomes, and anyone who promises that isn't being straight with you. What we do: if a placement fails within the first six months due to performance or fit issues (not due to business changes like acquisition or restructure), we'll restart the search at no additional fee. But with integration coaching, failure rates are significantly lower than industry average.

Usually 5-10 for first round, then 2-3 for final interviews. We don't present extended long lists—if we're presenting someone, we believe they can succeed in the role. Quality over quantity.

Developed by Vantyr Group and grounded in peer-reviewed research on senior leadership performance testing it measures the ability of a leader to grow with the role, not just perform in it on day one.

It is the set of behavioural and cognitive characteristics that determine whether a leader can adapt, develop, and deliver as the business around them changes; not just whether they have done the job before somewhere else.

More precisely, it answers four questions:

Will they keep learning? When the market shifts, the strategy changes, or the board challenges their thinking. Do they update, or do they double down? (Learning agility)

Will they respond to challenge? Not just listen to feedback, but actually change behaviour as a result of it. These are different things. (Feedback responsiveness)

Can they operate beyond their lane? Senior technology leaders are increasingly expected to be commercially fluent, to present to boards, to hold conversations well outside their primary domain. Single-domain expertise is a ceiling. (Cognitive flexibity)

Will they hold under pressure? Month six of a difficult integration, a platform outage, a board that has lost confidence. How does their behaviour change when the environment gets hard? (Emotional regulation)

That's not how we work. Integration is built into every engagement—it's not an optional extra. If you only want search, we're probably not the right fit. We'd recommend a traditional search firm who can deliver what you need.

Integration coaching isn't optional in our model—it's built in. If an executive isn't open to coaching, that's usually a warning sign anyway. Self-awareness and coachability are things we assess during the search process. The one situation where this might differ is if an executive was already working with an executive coach. We're also concious that many people have had terrible experiences of coaches in the past. We're happy to discuss on a case by case basis.

Research shows a 5-7x return on coaching investment — through increased performance, better decision-making, and reduced turnover. Our coaching is goal-oriented, aligned with business outcomes, and supports leaders in high-stakes transitions.

Fortnightly 90-minute coaching sessions with the executive (Months 1-3), then monthly (Months 4-6). Monthly 30-minute check-ins with the Chair/CEO to ensure alignment. Real-time phone/email support for urgent situations. Focus areas: stakeholder mapping, early wins, team assessment, political navigation, course correction when needed.

No. We work with mid-market, high growth and PE-backed companies. PE is just one of several client profiles. We also work with founder-led businesses, family offices and occasionally ASX top 20 business. The common factor: companies where executive success is business-critical and failure is expensive.

Typically our mid-market clients are in the $50m - $500m revenue range. Sometimes smaller if it's a high-growth business, sometimes larger if it's a specific division or business unit. The key is complexity: companies big enough that leadership transitions are high-stakes.

Yes. We work across Australia and New Zealand. Most clients are based in Sydney, Melbourne, Auckland, or Wellington, but we've done searches for companies in regional centres as well.

Typically we work on executive technology mandates such as CIO, CTO, CAIO and Chief Data Officer. We will also do CEO, CPO, or Chief Transformation roles. We tend not to go any lower down the corporate hiarachy unless it is a large client with division level leadership (EGM).

It aligns incentives. We're not motivated to inflate compensation to increase our fee. We're motivated to ensure the executive succeeds, which means staying engaged through integration. For most searches above $400k total comp, our fixed fee (typically around $80k) works out to roughly half the cost of traditional search plus additional assessment and coaching.

Around $80k for roles above $400k total compensation. This covers both search and six months of integration coaching. For context, traditional search at 30% of a $500k package would be $150k, and separate executive coaching for six months would be another $20-30k. So roughly half the total cost.

Thirds: one-third at engagement start, one-third at shortlist, one-third at completion of the integration coaching stage. This aligns payment to outcomes—we don't get fully paid until the executive is 6 months in and integration is complete or tracking in a positive direction.

Yes—ongoing advisory for a small number of clients. This is separate from search work. Annual retainer for quarterly succession planning, org design, leadership diagnostics, and talent risk assessment. Typically $50-150k annually depending on scope. Only makes sense for PE sponsors managing multiple portfolio companies or boards with complex succession needs

Email info@vantyrgroup.com or book a 30-minute exploratory call through our website. No pitch—just a conversation about your situation, whether our approach makes sense, and whether we're the right fit. If we're not, we'll tell you.

The role you're hiring for, the business context (turnaround, scale-up, realignment, etc.), timeline, and what's happened before if this is replacing someone. We'll ask about the political landscape, stakeholder dynamics, and what success looks like at 6 and 12 months. This helps us determine if it's a good fit.

That's a conversation worth having before launching a search. Sometimes internal candidates are the right answer. Sometimes bringing in external perspective is critical. We can help think through that decision—no obligation to proceed with a search.