We focus on human-centred executive search, enhanced by technology. Our talent pools allow us to proactively source and engage top leadership candidates, ensuring you have access to the best talent when you need it. We also leverage tools like video interviewing, AI notetakers and data capture to improve the process without losing the personal touch.
We use a suite of AI tools to streamline the process for clients and candidates, from research and market mapping through to interview capture and structured note-taking. The human judgement stays where it matters: who to approach, how to assess them, and what to advise. That is the part our clients tell us makes the difference.
Timelines vary with the complexity of the role, but the shape is consistent. We map the market in the first two weeks and come back to you with a longlist. Interviews run through weeks three and four, so you have a shortlist at around four weeks. Six to eight weeks from briefing to offer for most searches. C-suite and confidential mandates can run longer, and we will tell you that at briefing.
Yes, we build diverse talent pools and are committed to helping our clients increase diversity within their leadership teams. We focus on sourcing underrepresented talent to create more inclusive leadership structures.
Our specialism is market research, insights, research technology and strategy consulting, where we have completed leadership mandates for over twenty years. We know these markets well and have long-standing relationships with the firms and the talent that operate within them.
Within those markets we increasingly appoint senior AI and data leadership, including Chief AI Officers, Heads of AI Governance and leaders who can navigate agentic change at pace. This reflects where the knowledge economy is heading, and where demand for exceptional leadership is sharpest.
We also work selectively with PE-backed portfolio companies, technology, consumer and beauty businesses, and management consultancies, where the mandate draws on that same specialist knowledge or calls for consulting-calibre leadership.
Absolutely. We work with clients to build long-term leadership pipelines, ensuring you have successors ready for critical roles as your organisation evolves.
Confidentiality is a priority at every stage of the search process. Whether you’re searching for a replacement or hiring for a sensitive role, we ensure that all candidate interactions and discussions remain discreet.
We work on retained mandates only. That means we are engaged exclusively on the appointment and commit the time a senior search actually requires: in-depth market mapping, targeted approaches to people who are not applying for anything, structured assessment against a framework agreed at briefing, and full management of the offer and the first ninety days.
We do not work contingently, and we do not run a mandate alongside other firms. Fee structures are set out on our Fees page.
We believe in delivering the best outcomes for our clients, which is why we work on a retained or subscription basis instead of a no-win-no-fee model. This ensures that every search is fully resourced, prioritised, and tailored to your unique needs without the compromises often associated with contingent recruitment. By partnering with Talent Pools AI, you’ll benefit from a dedicated, strategic approach that focuses on quality, long-term success, and access to the hidden talent pool often overlooked in traditional processes.
Using multiple agencies may seem like a faster solution, but it often works against you. Recruitment agencies operating on a contingent basis prioritise speed over quality, competing to submit candidates as quickly as possible. This approach leaves the majority of the talent pool, the hidden, passive candidates who aren’t actively applying for jobs, untapped. Instead, you’re likely to see the same active candidates recycled across agencies.
For retained searches, Leadership Search and Executive Search, you receive a longlist within two weeks once the market mapping is complete, and a shortlist of qualified, interested and assessed candidates at around four weeks. The full process typically runs six to eight weeks. That timeline is what allows a thorough market map, proper engagement with people who are not looking, and assessment against the brief rather than a rushed appointment.
We’re proud to have a 95% repeat business rate, a clear vote of confidence from our clients! Our Net Promoter Score (NPS) is an exceptional 98% - for context, even one of the most loved MAMMA companies score currently sits at 67%. These numbers reflect the trust and satisfaction we consistently deliver through our bespoke search services.
With our retained search model, the likelihood of a role going unfilled is extremely low. We invest significant time in understanding your requirements, mapping the market, and engaging passive talent to ensure we find the right match. Our process is designed to deliver results, but in rare cases where hiring conditions or expectations shift, we’ll work with you to recalibrate and adapt the search strategy to achieve a successful outcome.
Thankfully, the investment we make upfront and our thorough assessment process means this rarely happens. However, we understand that hiring isn’t an exact science, and sometimes things don’t work out. If your new hire leaves within the first three months, we will run the search again at no additional cost to ensure you’re supported in finding the right fit.
Working with other recruiters:
Our partnership solutions are designed to ensure you get the most from working with us exclusively on specific roles. We, of course, do not prevent you from working with other recruiters in other areas and will always be realistic about which problems we can solve and the roles we will take on to address these for you. If you have roles you’d like to consider other recruiters for, please let us know.
Someone applies directly:
That’s fantastic! Known or referred candidates are often ideal, as their references tend to be more reliable. Our process ensures that all candidates - whether sourced by us, internal, or referred - are assessed consistently and fairly to identify the best fit for your needs. If a referred or internal candidate is selected and hired, our fee will be discounted to reflect that we didn’t source the candidate ourselves. This approach encourages referrals and supports a collaborative effort while maintaining the integrity and thoroughness of our search process.
Talent Mapping pinpoints the individuals who meet your specific needs. It’s a strategic approach where we identify and profile candidates based on skills, experience, and cultural alignment - giving you a clear picture of who fits your organisation. A typical talent map can include anywhere from 30 to 150 individuals, depending on the brief. The size will vary based on the seniority, specialism, and how niche the role is. We’ll guide you on the right scope to ensure meaningful and actionable insights. Whether you’re seeking AI specialists, data scientists, or other niche or leadership talent, we collaborate with you to define the right data points, ensuring the mapping supports your hiring objectives and future growth.
Market Mapping gives you a comprehensive overview of the talent landscape in your sector. We identify key industry players, emerging trends, and competitor movements to inform your growth strategy. Whether you’re entering new markets or launching innovative platforms, our detailed insights highlight where opportunities and gaps exist. We agree with you upfront on how many data points to include, ensuring the results are tailored to your strategic goals. Talent Mapping will help you:
In short, it’s not just about who’s out there: it’s about making smarter, faster, and more confident hiring decisions.
At Talent Pools AI, we offer four core insight solutions designed to give you a competitive edge when it comes to bespoke strategic intelligence:
Stay competitive in a shifting market. We benchmark salaries using up-to-date market data to help you attract and retain high-calibre talent. Working closely with you, we define the scope and depth of insight needed - ensuring your compensation packages align with candidate expectations and industry norms.
At Talent Pools AI, we work with a select group of senior leaders, not a database. When we reach out, it is because we believe there is a genuine fit between your background and the mandate we are working on. Every conversation is confidential, unhurried, and focused on understanding what the right next move looks like for you, not just filling a role.
Every search we work on is retained, which means we have worked directly with the client on the role itself: what it needs to deliver, where it sits, and what success looks like in the first year. Before we introduce you to anyone, we will have a proper conversation to understand your situation, your ambitions, and whether the mandate is genuinely right for you. If it is, we manage the process on both sides. You will have a direct line to us throughout, honest feedback at every stage, and support when it comes to offer and negotiation. We do not disappear once introductions are made.
No, though our deepest networks are in market research, insights, research technology and strategy consulting. That is where most of our completed searches sit, and where twenty years of relationships give us reach that a generalist firm does not have. We also work selectively with PE-backed portfolio companies, technology, consumer and beauty businesses and management consultancies, where the mandate draws on that same specialist knowledge or calls for consulting-calibre leadership, including senior AI and data appointments.
Please send your CV or resume to joanna@talentpools.ai.
We apply a full, executive search process which incorporates a detailed briefing call with the relevant stakeholders, enables us to map the addressable market, compile a bespoke candidate briefing pack along with tailored outreach, before engaging with target candidates and conducting in-depth screening interviews. This tends to include behavioural profiling, psychometric testing and formal referencing.
You will be invited to join an initial 30 minute screening video call with Joanna Byerley to convey a high level overview of the company and the scope of opportunity, whilst she gathers basic details around your current situation.
Assuming both sides are in agreement about moving forward, you will be invited to join a 45 minute deep-dive (Competency Based Interview) call which goes into finer details about the wider opportunity and in which you will be asked a series of competency based questions, the answers from which will be recorded, summarised and shared with the interview panel prior to shortlisting.
We conduct initial video interviews to give clients a deeper understanding of your personality, communication style, and potential fit for the role - helping them see beyond your CV before formal interviews begin. Additionally, we manage all Competency-Based Interviews (the second stage of the executive search process) and share key highlights with clients, streamlining and accelerating their selection process.
No, not when we approach you about a career opportunity. Qualified candidates are then added to the talent pool, kept updated on a regular basis, and guided through the process toward a conclusion. TP will always act as the candidate’s counsel throughout the process, taking care of any required negotiation between the parties along the way.
No. Talent Pools AI operates on a retained basis, working exclusively with client organisations on specific search mandates. We do not offer career coaching, CV reviews, or consultations to candidates outside of an active search process. If you are looking for that kind of support, Joanna works with senior professionals independently through her career advisory practice at www.joannabyerley.com, where you can find a range of options depending on where you are and what you need right now.
If you’re not selected, we keep your profile in our talent pool for future opportunities. We’ll continue to share roles that align with your skills and experience and provide feedback to help you grow. You can also follow us on LinkedIn for the latest career tips and leadership opportunities.
Our Promise to You
At Talent Pools AI, we value every professional we engage with. Our Candidate Promise Charter outlines the principles we stand by to ensure your experience is positive, transparent, and respectful.
At Talent Pools AI, you’re more than a candidate, you’re a valued partner in the hiring process.
