What to do when you need a new CEO?

When an organisation reaches the point where it needs a new CEO, whether through planned succession or unexpected change, it’s a moment that calls for reflection, clarity, and decisiveness. The specialist team at Brooker Consulting have guided hundreds of boards through this pivotal transition, ensuring every appointment strengthens the organisation’s leadership and future direction.

Understanding the brief

 “How would you approach understanding the organisation’s culture, strategy, and key challenges to ensure the CEO search is aligned with long-term objectives?”

Every successful CEO search begins with understanding the organisation’s purpose, culture, and strategic priorities.

Before we ever look at a candidate, we take the time to meet with the Chair, Board, and key stakeholders to understand the organisation’s strategy, key challenges, and culture in depth. This often involves reviewing strategic plans, reports, and performance data, as well as structured discussions about leadership needs.

The result is a well-defined brief, one that captures not just what the organisation does, but why it exists, and what kind of leader will help it thrive over the next decade.

Search strategy

“What’s your process for identifying and attracting high-calibre CEO candidates, particularly in a competitive market or niche sector?”

Finding the right CEO isn’t about casting the widest net; it’s about casting the right one.

With more than 400 CEO appointments and 70 Board placements to our name, we draw on a trusted network built over decades. Based on the briefing, we design a strategy that is unique to that role and client. Our proprietary database and sector-specific market maps provide us with deep visibility across the life sciences, health, associations, academia, and not-for-profit sectors.

From there, we combine direct search and discreet outreach with selective advertising, both digital and print, which ensures both reach and confidentiality. Each search strategy is bespoke, designed around the client’s context, market, and leadership needs.

Assessment and fit

 “Beyond technical capability, how do you assess whether a candidate has the leadership style, values, and emotional intelligence to work effectively with a board and executive team?”

Technical capability is only part of the story. The right CEO also needs emotional intelligence, resilience, and values alignment to work effectively with the Board and executive team.

Our process is deliberately thorough. It begins with exploratory phone conversations to understand motivation and leadership philosophy, followed by behavioural and competency-based interviews conducted by two consultants for consistency and objectivity.

We also validate what we learn through psychometric testing, social media and reputation checks, and in-depth reference interviews. This combination ensures that when we recommend a candidate, we do so with full confidence in both their ability and their alignment with the organisation’s culture and purpose.

Timing and contingency

 “What realistic timeframe should an organisation expect for a successful search, and how do you manage momentum and communication with the board during that process?”

A comprehensive CEO search typically takes around 10 to 12 weeks from brief to appointment, depending on the complexity of the role and the market conditions.

Throughout this process, we maintain transparent communication with the Chair and Board, providing regular progress updates, longlist and shortlist reports, and clear advice at each decision point. This cadence keeps the search on track and allows for considered, evidence-based decision-making without losing momentum.

Interim executive options

 “Given the urgency of the appointment, what interim executive leadership options can Brooker Consulting provide, and how do you ensure a smooth transition between interim and permanent appointments?”

Sometimes, the leadership transition can’t wait. Brooker Consulting provides access to experienced interim executives who can maintain stability and continuity while a permanent CEO search is underway. We manage both appointments cohesively to ensure a seamless transition, preserving momentum, culture, and stakeholder confidence throughout.

Appointing an Interim Chief Executive offers many advantages. Most importantly, it provides continuity and stability during a period when a leadership gap could slow your organisation’s strategic progress. In times of uncertainty, an experienced interim leader helps maintain clarity and confidence. Both within your team and across your stakeholder network.

Another major benefit is that it buys your board time to make one of its most important decisions: who will lead our organisation next? Feeling pressured to appoint quickly can compromise outcomes. We always encourage boards to focus on finding the best possible leader for the long term—not simply the one who’s immediately available.

Brooker’s pool of interim CEOs and executives is available at short notice. Each brings a wealth of experience, has been rigorously vetted, and offers a steady hand to guide your organisation while you conduct a thorough search for your next permanent leader.

Contact us

Looking for your next Chief Executive Officer? Talk to us today for a confidential discussion.