Approach
Search is craft. The engagement model should match the brief.
How Spectrum runs a search, and how we decide — with you — whether retained or contingent is the right structure for the role.
How we run a search.
Six stages. The same shape on every brief, retained or contingent.
- 01
Brief
We start with a working session, not a kick-off call. The specialist who takes the brief is the specialist who will run the search. We pressure-test the role, the comp band, the timeline, and the definition of a strong hire — before any approach goes out.
- 02
Market read
We map the realistic candidate market and report back. If the brief as defined cannot be filled within the timeline or comp band, we say so in week one. Re-scoping early costs less than re-scoping at shortlist.
- 03
Mapping
We work the mapped network — operators we already know — alongside fresh research. Senior candidates in digital assets and AI are reached through trust, not databases. The named-by-name approach matters.
- 04
Assessment
We assess on substance. Technical depth, judgement under uncertainty, leadership pattern at the seniority required, cultural and commercial fit. Structured conversations, not personality inventories.
- 05
Shortlist
We present a tight shortlist with a written read on each candidate. The shortlist is built to be defensible to your board, not padded to look thorough.
- 06
Close
We stay in the brief through offer, counter-offer and onboarding. A placement is only a placement once the candidate is in seat and performing.
Choosing the right engagement.
Spectrum offers both retained and contingent engagements. The choice is driven by the shape of the brief, not by our preference. Below is how we decide together.
Retained
When the role is governance-critical, the search is competitive, and the cost of getting it wrong outweighs the cost of running it properly.
- C-suite roles (CEO, CFO, CTO, GC, CRO) and direct-to-board reports
- Roles where confidentiality is structural — replacing an incumbent, or a stealth hire
- Dual or sequenced mandates (e.g. building out a senior team across three hires)
- Board-level briefs with a fixed regulatory or financing window
- Roles where the candidate market is narrow and requires sustained specialist attention
Dedicated specialist time across the full process. Weekly written market updates. Exclusive engagement during the search window. A defined shortlist target and search timeline. Off-limits protection.
Tiered retainer structure, paid in stages aligned to milestones. Fee terms are set out in the engagement letter before work begins.
Contingent
When the brief is well-defined, the role can be filled from a known pool, and the client values pace and optionality over exclusivity.
- Senior individual contributor roles (Head of Trading, Head of Research, Lead Engineer)
- Senior leader roles below C-suite (VP, Director, Principal)
- Roles where the brief is clear and the comp band is established
- Briefs where the client is running parallel processes or in-house sourcing
- Roles where the candidate market is broader and competitive pace matters
The same specialist-led assessment standard. A small shortlist of qualified candidates against an agreed timeline. Honest read-outs on market signal. No retainer, fee due only on successful placement.
Percentage-of-comp success fee, payable on signed offer. Terms set out in advance.
What we will not compromise on.
Four principles that hold on every brief, regardless of engagement model.
- 01
Discreet by default.
Every brief is held in confidence. Mandates are anonymised by default and appear publicly only when you decide they should. Candidate identities stay with us until you are ready to meet, and off-limits protection is structural inside every retained engagement.
- 02
A career inside these industries.
Spectrum’s partners and specialists have spent careers placing senior operators inside digital assets and AI — exchanges, foundations, AI labs, and the funds that back them. The network is the work of decades, not a database licence. We have run the role before, and we know who to call.
- 03
A tight shortlist, not a long one.
We present three to five candidates, not eight to twelve. Every shortlist is assessed on substance by the specialist running the search. If the brief as written cannot be filled, we say so in week one and re-frame it — or walk away — rather than pad it to look thorough.
- 04
Built on repeat business.
We stay in the brief through offer, counter and onboarding. Most of our work comes from clients we have placed for before, and from the candidates we have placed who became clients themselves. A single fee is never the goal.
Briefs welcome.
Get in touch if a senior or executive role is on your roadmap. A specialist will reply within two working days.