Bespoke executive search. Engineered for cross-border complexity.
Four services for enterprises, scale-stage operators and private-equity portfolio companies navigating cross-border expansion. Each addresses a different stage of the executive hiring problem. All four run on the same engaged methodology and the same corridor intelligence network.
The record
- 93%
- Offer close rate
- 8 in 10
- Still in role at 12 months
- 35 days
- Median to shortlist
- 250+
- Mandates delivered
Category norm: 55–70% on retained
Category norm: ~60% at 18 months
Category norm: 84–120 days
Engaged mandates since 2000
Basis: retention measured at twelve months from start date; shortlist median measured from mandate commencement to first written shortlist; close rate measured as signed offers over completed engaged mandates. Commercial terms are set out in the engagement letter and are not published.
The offer
Three ways to engage.
Engaged executive search
A partner runs the search personally, from brief to signed offer, for roles that cannot stay vacant.
How the search runsPre-hire diagnostic
Two weeks of assessment to establish whether the role is ready for market and what is blocking it.
What we assessBoard-level briefing pack
The layer below the executive team mapped in advance: availability, compensation reality, motivation.
Request a packAI Capability Assessment
Before your next mandate
Before you hire a Chief AI Officer, find out whether that's actually the role you need.
Before you brief a search, know exactly what you need. Our AI Capability Assessment maps your current leadership structure against AI transformation requirements - surfacing role gaps, succession risks, and the precise brief a search mandate needs to succeed.
View AI Capability Assessment →The Problem
Most organisations start an AI transformation by hiring a Chief AI Officer. The real gap is usually more specific and more solvable - but invisible without structured assessment.
Who It Is For
CTOs, CIOs, and boards preparing for AI-driven leadership changes, pre-search calibration, or transformation programme design.
What We Do
We assess your current leadership cohort against six IMPACT dimensions plus a seventh diagnostic question. You receive an honest gap analysis, precise role definitions built around real capability needs, and a realistic hiring roadmap - not a consulting deck.
Executive Search
When you need to hire a CTO, CISO, or VP of Engineering - and the wrong choice would cost you a year.
Engaged search for critical technical and transformation leadership mandates across APAC and EMEA.
View Executive Search →The Problem
Your next CTO, CISO, or VP Engineering is not on a job board. Conventional hiring processes surface administrators, not operators. The cost of a wrong senior hire is 12–18 months of lost momentum.
Who It Is For
Boards, CEOs, investors, and senior operators hiring C-level and VP-level technical leaders for mandates where precision matters more than speed.
What We Do
A single, senior search partner runs your mandate from brief to close. No handoffs. No junior researchers. Conviction-based shortlists drawn from relationship-gated networks across Singapore, Amsterdam, and Dubai corridors.
Executive Hiring Lab
When you want your own TA team to run senior searches without paying retained fees every time.
A structured programme that transfers executive search methodology to your internal Talent Acquisition team - so you build permanent capability, not permanent dependency.
View Executive Hiring Lab →The Problem
You are paying retained search fees for every senior hire because your TA function was built for volume hiring, not executive engagement. The methodology gap is costing you six figures per search.
Who It Is For
Heads of Talent Acquisition, CHROs, and People leaders who want their internal teams to run CTO and VP-level searches without external support.
What We Do
An online, self-paced programme extracted from 250+ live mandates. Strategic workforce planning, passive candidate sourcing, structured executive interviewing, offer negotiation, and counter-offer discipline. The exact playbook behind 100% completion on engaged mandates.
Forward Deployed Search
By Arrangement Only
A Sercxi operator embeds in your leadership team to run the mandate from inside the organisation.
A Sercxi operator embeds inside your organisation to run the mandate from within - learning the leadership team, the politics, and the technical reality before mapping the market.
View Forward Deployed Search →The Problem
Most searches fail not because the market is thin, but because the brief never captured the reality of the role. A search run from a distance operates on the formal requirement, not the real one. The candidates it surfaces are defensible. They are rarely right.
Who It Is For
Boards and CEOs facing a hire with no clean precedent - first-of-kind CTO, CISO into a new jurisdiction, VP of AI where the board and engineering team disagree on what the role even is. Reserved for the most structurally complex mandates.
What We Do
A four-phase engagement: organisational immersion, mandate definition, targeted search and assessment, then offer, transition and a twelve-month placement guarantee. Maximum two concurrent deployments at any time.
Mandate Areas
Seven areas of leadership we know deeply.
Every service connects to these seven mandate areas. Each is supported by proprietary market intelligence, regional Displacement Index data, and dedicated research across APAC and EMEA.
Straight answers
Seven questions where others offer variability.
Who runs your mandate?
A partner, personally, from brief to signed offer. One mandate owner per engagement — no delegation to associates.
Time to shortlist?
35 days median from mandate commencement. Category norm: 84–120 days.
Offer close rate?
93% of engaged mandates close with a signed offer. Category norm: 55–70% on retained.
Retention at twelve months?
8 in 10 still in role. Category norm: ~60% at 18 months.
Sector focus?
Seven defined mandate areas across three corridors. Outside that envelope the firm refers or declines. Depth over breadth.
Confidentiality?
Client identity is never disclosed to a candidate without written authorisation. Sensitive mandates run under NDA.
Engagement basis?
Engaged mandates only. Terms are agreed in writing in the engagement letter before work begins, and are not published.
From the record
“High integrity. Always does what he says he will do. A leader who gets something done when others cannot.”
Selected testimony from mandates led by Harald H.R. Agterhuis, now founder of Sercxi. Verbatim on LinkedIn; excerpted here. Verify on LinkedIn ↗
Before you call
Common questions.
Next Step
Tell us what this hire needs to unlock.
Not the job title - the organisational problem. A brief takes fifteen minutes. The conversation that follows determines whether we are the right firm for your mandate.
Secure calendar allocation — active or impending cross-border mandates only.
Confidential · 30 minutes · Partner-led · No obligation