Leadership Recruitment
Leadership appointments set the trajectory of a commercial function for years, and they are the hires where a misstep is most costly and most visible. Evara's leadership recruitment practice handles senior intralogistics search confidentially and thoroughly. We take time to understand the business, the markets it competes in and the kind of leader it needs, then map and engage the people who can do the job rather than the people who simply hold the right title.
Our process
01
We start with the commercial mandate the leader must deliver: the growth plan, the team they inherit or build, the customers and channels, and the stakeholders they answer to. We design the seat before we search for the person.
02
We build a confidential map of the relevant leadership pool across competitors and adjacent intralogistics sub-sectors, protecting both the hiring business and the leaders we approach.
03
Senior people are approached with a sanitised, credible narrative. Named-employer messaging is held back until second-stage conversations, so a sensitive search stays sensitive.
04
Leadership assessment goes beyond track record to judgement, team building, change capability and the ability to operate at board level. We test the things that actually predict success in the seat.
05
A considered shortlist, then full support through offer, acceptance and a structured first-100-days plan agreed with the board. We are as comfortable advising on team design and succession as filling a single seat.
Locations served
Pricing model
Retained executive search on the same two-payment structure as the sales practice. A commitment deposit is paid up front to cover the strategic work; a completion fee, set as a percentage of first-year remuneration, is invoiced on day 60 of employment. Board, non-executive and multi-hire mandates are scoped at kick-off.
FAQs
Yes. Most leadership appointments are run discreetly, protecting both the hiring business and the candidates being approached. We work to a strict confidentiality protocol with a sanitised brief in market.
Heads of Sales, Sales and Commercial Directors, Managing Directors, country and regional leaders, VP Sales and Chief Commercial Officers, plus board and non-executive appointments across the intralogistics industry.
Leadership search puts more weight on judgement, team building, change capability and board credibility, and is almost always run confidentially. The assessment is deeper and the market map is built around a smaller, more senior pool.
Yes. We regularly support European, North American and APAC intralogistics manufacturers and integrators building or refreshing their UK commercial leadership, including country and regional appointments.
Yes. A leadership mandate often includes advice on how the commercial function should be structured, where the gaps are and how to plan succession, alongside filling the immediate seat.
Two payments: a commitment deposit up front to cover the strategic work, and a completion fee set as a percentage of first-year remuneration, invoiced on day 60 of employment. Board, non-executive and multi-hire mandates are scoped at kick-off.
Related tools
Trust and transparency
Search guarantee
Every search runs on a commitment deposit plus a completion fee invoiced on day 60 of employment. You see the candidate in seat for sixty days before the bulk of the fee is charged. If they leave inside the window, no completion fee is charged.
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