Specialist Search for Contract Services & B2B Service Markets

What Markets & Positions

Specialist knowledge across B2B service markets where commercial success and operational delivery go hand in hand.

While the sectors differ, many share the same commercial DNA:

Understanding these similarities makes it possible to look beyond direct competitors and identify relevant talent across carefully selected adjacent markets.

Let's Talk

The smartest leaders will succeed with careful decision making and strategic recruitment, we can help you navigate this. Schedule a call with Louisa directly here to find out how we are challenging the industry norms.

Louisa Fleet

Managing Director

Electi

A Latin word meaning carefully selected, the chosen one, but also someone who excels, and tapping into human passions

What Problems We Solve

The obvious talent is often already known

Established businesses frequently know the key people within their immediate competitor market. In other cases, targeting competitors may not be desirable. The real value of search is often in identifying who sits beyond that obvious talent pool.

A strong CV doesn't evidence strong results

Titles and responsibilities show what someone was employed to do. They don't necessarily show what they achieved. Effective assessment needs to uncover the evidence behind the CV — the challenge faced, the actions taken, the results delivered and the individual's contribution.

Capability alone isn't enough

A technically strong appointment can still fail when values, leadership style, motivation or culture don't align. A successful long-term appointment needs to answer three questions: Can they deliver? Will they thrive? Will they stay?

The right experience may sit outside the sector

A leader may come from a different sector but have already delivered exactly the outcomes required — EBITDA growth, strategic contract wins, customer retention, successful mobilisation, margin improvement or leadership of geographically dispersed teams.

The sector may be different. The results they have delivered may be exactly what the business needs.

Managing Directors

Director of Operations

Commercial Director

Sales Director

General Manager

Director of Service Operations

Leadership appointments that deliver results

General Management & Business Leadership

GM, MD and senior leadership appointments with evidence of delivering EBITDA, driving profitable growth, improving commercial and operational performance and building high-performing teams.

Sales & Commercial Leadership

Sales Director, Commercial Director and Head of Sales appointments focused on retaining and growing customers, increasing recurring revenue, developing commercial strategy and improving sales performance.

Strategic Sales

Senior business development and strategic account appointments with evidence of winning high-profile customers, securing valuable long-term contracts and developing complex commercial relationships.

Operational Leadership

Operations Director, Regional Operations and Service leadership capable of mobilising and delivering contracts, improving productivity and margin, leading field-based teams and delivering the service that retains customers.

The obvious talent is often already known

Capability alone isn't enough

A strong CV doesn't evidence strong results

The right experience may sit outside the sector

Restricting a search to direct sector experience can dramatically reduce the available talent pool. The challenge is knowing which experience is essential and which capabilities can successfully transfer from an adjacent market. A leader may come from a different sector but have already delivered exactly the outcomes required — EBITDA growth, strategic contract wins, customer retention, successful mobilisation, margin improvement or leadership of geographically dispersed teams. The sector may be different. The results they have delivered may be exactly what the business needs.

How We Overcome Them

Search wider

Specialist knowledge of contract services and related B2B markets provides the starting point — not the boundary — of every search.

Targeted research maps both the obvious talent pool and carefully selected adjacent markets, identifying people with evidence of solving comparable commercial and operational challenges.

This opens up a broader, highly relevant talent pool without losing sight of the outcomes the appointment needs to deliver.

Signature Methodology

Assess deeper — the Electi 126 Process

The Electi 126 Process uses competency-based interviewing to draw out specific examples of success and establish what was achieved, how it was achieved and the individual's contribution to the result.

Every potential appointment is assessed against three fundamental questions:

Can they deliver the required results?

Evidence of comparable outcomes — from EBITDA growth and strategic contract wins to customer retention, mobilisation, margin improvement and team performance.

Will they thrive in the business?

Alignment between values, leadership style, ways of working, culture and business ambitions.

Is this likely to be a long-term appointment?

Two-way matching to establish whether the opportunity, culture and challenges align with the individual's motivations and aspirations as well as the organisation's requirements.

Explore the Electi 126 Process →

Owner-led from brief to appointment

Every Electi Talent search is personally led by Louisa Fleet, Managing Director and founder, bringing more than 20 years of recruitment experience and specialist knowledge of contract services and B2B service markets.

Senior involvement starts by defining what success from the appointment needs to look like — not simply the responsibilities on a job description.

The EBITDA to deliver. The customers to win and retain. The contracts to mobilise. The margin to improve. The team to develop. The growth or transformation to lead.

That understanding shapes the search strategy, target markets and assessment throughout the assignment.

Evidence in the results

The outcome is a carefully researched and assessed shortlist built around:

Results Evidence Transferability Values Long-Term Fit

Not simply people who have held the right title or worked for the right competitor, but people with evidence of delivering the outcomes that matter.

Deliver EBITDA. Win and retain customers. Mobilise and deliver contracts. Build high-performing teams. Drive sustainable growth.

See our results →

Need a Hand?

Speak directly with Louisa about the outcomes the business needs to achieve, the available talent market and the most effective search strategy.

Schedule call