The strategy's set. Now it needs the people who deliver.
We know the strategy, technology and program leaders who’ve done it before.
Why we get the call.
A new leader, and a team built for the last plan.
A new CEO, CFO, CIO or transformation lead sets the agenda in the first quarter, resets the org design, and finds the team was built for the plan before theirs. Our network has the leaders and senior operators who’ve made that shift, and the people who’ve built the structure underneath it.
A deal is done. Now the integration has to land.
The value creation plan assumes management depth and delivery capability the business doesn’t have yet. We know the integration leads, program directors and technology leaders who’ve landed one, at the pace a fund needs.
A platform migration with a tiny talent pool.
SAP S/4HANA, Microsoft Dynamics 365, Salesforce, Workday and HCM, EAM, core banking and payments platforms: the architects, lead developers and program people who’ve actually landed one are few, and most are committed. We’ve placed them before, and they take our call.
AI that has to get past the pilot.
The use cases are approved and the budget is real, but the team that experiments isn’t the team that ships. We know the AI and data leaders, engineers and product people who’ve taken it into production, and we talk to them every week.
A program that has to be built, fast.
Funded, signed off, nobody running it yet. Or a regulator has set the date for you. Program directors, senior PMs, integration and agile delivery leads, PMO, risk and governance people who’ve delivered for us before, with a contract bench that mobilises in days.
An overrun that's really a leadership problem.
The business case was sound and the platform was fine. What slipped was the leadership of the work, and it showed up in partner spend before it showed up in the plan. We know the program directors who surface the problem in week three, not month nine.
How we solve it
Network first. Structured always. Human throughout.
Altura is a founder-led strategy, technology and transformation search firm. Close to 20 years of relationships across enterprise, private equity, financial services, digital health and professional services. That network is where every search begins. Behind it is a platform built by the search partners who use it. Every search moves faster than the market expects: contract shortlists in days, retained searches completed in weeks rather than months. None of it comes at the cost of what makes a good hire possible: a search partner who knows the candidate, and a candidate who trusts the process.
Contract and interim: an active shortlist within 24 to 48 hours of brief. Retained search: a complete search of the market in three to six weeks, reported weekly. Either way, every candidate is qualified by your search partner before anyone reaches your inbox.
Close to 20 years of complex transformation hiring means we assess against more than a skills list. Program context, delivery model, culture and team dynamics all get weighed before we present a shortlist. Every search leaves a record you can defend: a written brief, scored assessments against it, and a ranked shortlist with the reasoning shown.
Every candidate gets a personal conversation, whatever the outcome. Every client gets a senior search partner who owns the outcome. We measure ourselves on the experience we give people, not just the hires we make.
Technology handles the admin. Search partners handle the relationships. That split is deliberate, and it is what keeps the right person in focus at every moment that matters.
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