Executive Search & Talent Intelligence
Executive Search
We help organisations attract and appoint senior leaders and critical talent capable of strengthening performance, leading transformation and supporting growth.
We are typically engaged when organisations need to secure a critical hire, strengthen an executive team or prepare for a significant transition.
Our deep understanding of the sports, entertainment and leisure sectors enables us to identify the most relevant leaders, whether highly visible, discreet or hidden within international talent markets.
Where it creates value, we also broaden the search beyond traditional sector boundaries, identifying leaders from adjacent industries, international talent pools and transformational environments.
Our approach combines sector expertise, leadership assessment and international benchmarking to support the most sensitive hiring decisions.
Our Methodology
Why Organisations Work With Us
Deep expertise across sports, entertainment and leisure
Unique international access to executive talent pools
Ability to identify hidden and differentiated leaders
Comparative talent scenarios to support strategic decisions
Rigorous, structured and transparent search process
Reduced hiring risk for critical leadership roles
Leadership decisions aligned with long-term performance
We identify and appoint senior leaders and critical talent capable of strengthening organisations, leading transformation and supporting growth.
Before launching a search, we observe, analyse and anticipate.
Understand Talent Pools. Anticipate Market Movements. Make Better Decisions.
The Talent & Leadership Mapping process provides a strategic starting point for understanding a market, identifying the most relevant leadership profiles and gaining visibility into where the strongest talent pools truly exist.
In an increasingly competitive talent environment, it offers a clear view of market depth, key organisations and relevant talent pools across both domestic and international markets.
This insight enables organisations to make informed decisions about where to search, which profiles to target and how to attract the leaders who can create lasting impact.
💡Typical Client Challenges
Identifying strategic talent in competitive, constrained or opaque markets
Understanding mobility patterns and the factors that genuinely influence talent attraction
Assessing market depth before launching a search, building a leadership team or restructuring an organisation
Aligning business, governance and talent priorities around a clear leadership profile
Exploring adjacent sectors and international talent pools to expand the range of viable options
Our Methodology
Client Benefits
Clear visibility of the market, talent pools and available strategic options
Faster, better-informed decisions based on reliable and comparable market intelligence
Reduced hiring risk through objective market assessment
Stronger alignment between leadership, HR and governance stakeholders
Access to international and adjacent talent pools
Attraction strategies tailored to market realities, employer positioning and competitive dynamics
Key Team
Once the talent landscape is understood, we identify the leaders who can make a lasting impact.
Deep Sector Expertise. International Reach. Rigorous Execution.
Recruiting a senior leader or critical talent is a strategic decision that can shape an organisation’s trajectory for years to come.
At SBT Executive, every search engagement is conducted through a rigorous, confidential and internationally aligned methodology, built on more than 15 years of experience across the sports, entertainment and leisure sectors.
Our strength lies in our ability to access rare, discreet, adjacent and international talent pools, access and attract leaders who are not actively in the market, and support decision-making through a comprehensive assessment of leadership capabilities, cultural fit and long-term potential for success.
💡Typical Client Challenges
Identifying the right leaders and critical talent within highly competitive or limited talent markets
Attracting senior leaders who are already successful in their current roles and rarely visible to the broader market
Securing strategic hiring decisions without slowing organisational momentum
Ensuring long-term alignment across leadership capability, culture and business objectives
Expanding the search across international markets and adjacent sectors to access the strongest talent available
Client Benefits
Access to rare and highly relevant talent through a unique sector and international network
Better hiring decisions through rigorous and comparative assessment
Reduced risk in critical appointments and transformation contexts
Faster execution through a structured, confidential and disciplined process
Alignment between business priorities, culture and leadership requirements
Support through onboarding to maximise the chances of long-term success
Key Team
Assess Leadership. Understand Potential. Support Better Decisions.
Assess Leadership with Precision, Context and Objectivity.
Assessing a leader or critical talent goes far beyond evaluating skills and experience. It requires understanding their ability to succeed within a specific context, including culture, governance, organisational maturity, business priorities and the expectations of the role.
Strategic Assessment helps organisations make better-informed decisions in recruitment, promotion, succession and transformation contexts by providing a deeper understanding of leadership capabilities, success factors and potential risks.
At SBT Executive, we combine recognised assessment tools, including Saville, Hogan and Talent Reveal, with expert behavioural analysis conducted by specialists in leadership, international organisations and high-performance environments.
Every assessment is fully tailored to the situation and delivers practical insight into an individual’s strengths, development areas and the conditions most likely to support long-term success.
Context Analysis
Understanding the business priorities, culture, governance structure and leadership environment.
Assessment Design
Selection of the most appropriate tools and methodologies, including Saville, Hogan and Talent Reveal.
In-Depth Leadership Interviews
Conducted by senior leadership advisors, executive coaches or occupational psychologists.
Structured Leadership Assessment
Evaluation of leadership capabilities, behaviours, motivations, potential risks and development areas.
Executive Readout & Recommendations
Clear, practical insights designed to support decision-making and future development.
Completing a search is only the beginning. Success depends on what happens during a leader’s first 100 days.
Accelerate Integration. Strengthen Alignment. Maximise Impact.
A leader’s first 100 days often determine the trajectory of their future success. This period shapes credibility, influence, team dynamics and the quality of the decisions that will define the next phase of performance.
A significant proportion of leadership transitions fail or underperform during this critical period. Our Strategic Onboarding programme is designed to substantially reduce that risk by creating the conditions for a smooth, aligned and high-impact transition.
At SBT Executive, we work closely with the leader, their manager and key stakeholders to prepare a structured and progressive integration plan. Together, we clarify priorities, stakeholder relationships, cultural expectations, success measures and the actions required to build momentum from day one.
100-Day Transition Programme
A structured onboarding journey tailored to the organisation’s context, priorities and the leader’s profile.
Individual Leadership Sessions
Eight to ten sessions led by a senior leadership advisor or executive coach.
Transition Diagnostic
Assessment of culture, governance, stakeholder expectations and team dynamics.
Personalised Transition Plan
Clear priorities, key relationships, decision points and success measures for the first 100 days.
Ongoing Monitoring & Adjustment
Continuous support informed by stakeholder feedback and the evolving realities of the role.