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Exec Capital

Exec Capital

By: Adrian
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Executive Recruitment and Search is our specialism we are a London based headhunting boutique covering the South East of the UK.

EXEC CAPITAL is a boutique recruitment agency that specialises in connecting start-ups and businesses with senior management professionals. We take a tailored approach to our recruiting with a 1-on-1 experience where we help clients identify their management needs before starting the recruitment process.

We’ll help identify and hire the perfect candidate to scale your business to the next level. Whatever your recruitment needs are, Exec Capital is here to help. The world of work is evolving faster than ever before. Your senior management professionals play a crucial role in future-proofing your business and navigating the changes to come.


What makes EXEC CAPITAL different is that we’re a team of management professionals with experience working with businesses across virtually every industry. We’re the industry’s leading recruitment specialists for management professionals across London and the Southeast.

Who We Are

At Exec Capital Recruitment, we understand that finding the right leaders is crucial to achieving your business objectives. With years of experience in executive search, we are dedicated to identifying and placing candidates who possess the skills, experience, and vision necessary to lead your company to new heights.

Our team of seasoned recruitment consultants has a deep understanding of various industries, from finance and technology to healthcare and manufacturing. We leverage this expertise to provide a personalized, results-driven approach to executive recruitment, ensuring that every candidate we recommend is a perfect fit for your organizational culture and strategic goals.

Our Services

Executive Search

We offer comprehensive executive search services designed to help you find the best leaders in the market. Our rigorous search process includes:

  • In-Depth Consultation: We take the time to understand your company's needs, culture, and strategic direction to ensure we find candidates who align with your vision.
  • Market Research: We conduct thorough market research to identify and engage with top talent, including passive candidates who may not be actively seeking new opportunities.
  • Candidate Assessment: Our detailed evaluation process ensures that every candidate we present has the necessary qualifications, experience, and leadership capabilities.
  • Negotiation & Onboarding: We assist with offer negotiations and support the onboarding process to ensure a smooth transition for both the candidate and your organization.


Interim Executive Placement

Need experienced leadership on a temporary basis? Our interim executive placement service connects you with senior professionals who can step in and make an immediate impact. Whether you need an interim CEO, CFO, or another C-suite executive, we have a network of seasoned leaders ready to help you navigate periods of change or fill critical gaps.

Board Advisory & Recruitment

Building a strong board of directors is essential for governance and strategic oversight. Our board advisory and recruitment services focus on identifying individuals with the expertise and independence required to guide your organization effectively. We work closely with you to ensure your board is well-rounded, diverse, and aligned with your long-term objectives.

© 2026 Exec Capital Economics
Episodes
  • What Should Executives Really Be Paid in 2026? The Truth About C-Suite, Director and FCA SMF Salaries

    What Should Executives Really Be Paid in 2026? The Truth About C-Suite, Director and FCA SMF Salaries
    Jun 16 2026
    Welcome to Executive Leadership Insights, the podcast where we help business leaders, boards, investors and senior executives make smarter leadership decisions.One of the most common questions we hear from clients and candidates is remarkably simple:"What is the market actually paying?"Whether you're hiring a Chief Executive Officer, benchmarking a Finance Director, negotiating a Managing Director package, or recruiting an FCA-approved Senior Manager, understanding executive compensation has never been more important.Get it wrong and you risk losing exceptional talent, overpaying for the wrong hire, or creating internal pay issues that damage morale and retention.Today we're exploring three essential resources from Exec Capital:The SMF Salary Guide for FCA-regulated firmsThe C-Suite Salary GuideThe Directors Salary GuideTogether, these guides provide one of the most comprehensive views of executive compensation in the UK market today, covering everything from CEOs and CFOs to regulated Senior Management Function holders and Director-level leaders across multiple sectors.Segment 1: Why Executive Salary Benchmarking Matters More Than EverExecutive compensation is changing.Hybrid working, private equity investment, talent shortages, increased regulation, and competition for experienced leadership talent have all transformed the market.The days when organisations could simply rely on historical salary data are gone.Executive pay is influenced by multiple factors, including:Company sizeOwnership structureIndustry sectorGeographic locationRegulatory complexityIndividual track recordEven executives holding the same title can earn dramatically different compensation packages depending on the context. A CEO in a £20 million revenue business may earn a fraction of what a CEO in a PE-backed platform or listed company receives. Similarly, a regulated CFO operating under FCA oversight may command a significant premium compared to an equivalent role in a non-regulated business.That's why accurate salary benchmarking is no longer a nice-to-have.It's a strategic necessity.Segment 2: Inside the C-Suite Salary GuideLet's start with the C-Suite Salary Guide.This guide covers compensation across the most important executive leadership positions in UK businesses, including CEOs, CFOs, COOs, CTOs, CMOs, CHROs and other C-suite functions.One of the key takeaways is the enormous variation in executive pay.For example:A CEO in a smaller owner-managed business may earn between £120,000 and £250,000.At mid-market level, CEO compensation often rises to £200,000–£400,000.For private equity-backed businesses, packages can be substantially higher when bonuses and equity participation are included.At listed company level, total executive compensation can reach several million pounds annually.But the guide doesn't simply focus on salary.It explains the full executive reward structure, including:Annual bonusesLong-term incentive plansEquity participationPension arrangementsBenefitsPerformance incentivesBecause sophisticated executives rarely evaluate opportunities based solely on base salary.The total package matters.For boards and hiring managers, understanding these dynamics can make the difference between securing a top-tier executive and losing them to a competitor.Segment 3: The Often Overlooked Director MarketWhile much attention is given to C-suite executives, many organisations succeed or fail based on the quality of their Director-level leadership team.That's where the Directors Salary Guide becomes particularly valuable.The guide covers compensation benchmarks across major Director functions, including:Finance DirectorsSales DirectorsMarketing DirectorsOperations DirectorsHR DirectorsIT DirectorsManaging DirectorsThese individuals often form the bridge between strategy and execution.They lead major business functions, manage large teams, and frequently become tomorrow's C-suite leaders.The guide highlights how compensation can vary significantly according to business size, sector, ownership structure and market demand. It also identifies where specialist expertise attracts premium salaries and why some Director-level positions have experienced significant growth in compensation over recent years.For candidates, the guide offers valuable insight into market positioning.For employers, it provides a framework for attracting and retaining critical leadership talent.Segment 4: Understanding FCA SMF CompensationNow let's move into one of the most specialised areas of executive recruitment: FCA-regulated firms.The Senior Managers and Certification Regime has fundamentally changed accountability within financial services organisations.With greater responsibility comes greater scrutiny—and often greater compensation.Exec Capital's SMF Salary Guide focuses specifically on Senior Management Function roles within regulated businesses.These include positions such as:SMF1 Chief ExecutiveSMF2 Chief Finance FunctionSMF3 Executive ...
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    1 min
  • The Strategic Power of a Chief Investment Officer: Finding the Right Investment Leader for Growth

    The Strategic Power of a Chief Investment Officer: Finding the Right Investment Leader for Growth
    Jun 16 2026
    Welcome to Executive Leadership Insights, the podcast where we explore the people, strategies, and decisions that drive business success.Today we're discussing one of the most influential but often misunderstood leadership positions in modern organisations: the Chief Investment Officer, or CIO.Whether you're an investment firm, family office, private equity-backed business, pension fund, insurance company, or a growing organisation managing significant capital, the quality of your investment leadership can have a direct impact on long-term performance, risk management, and value creation.We'll explore what makes a great Chief Investment Officer, why demand for elite investment leaders continues to rise, and how specialist executive search firms such as Exec Capital help organisations identify and recruit exceptional CIO talent.Segment 1: Why the Chief Investment Officer Matters More Than EverThe role of the Chief Investment Officer has evolved dramatically over the last decade.Historically, CIOs were primarily focused on portfolio management and investment performance. Today, they are strategic leaders responsible for capital allocation, risk oversight, governance, investment policy, stakeholder engagement, and long-term value creation.In an increasingly complex environment characterised by market volatility, geopolitical uncertainty, regulatory scrutiny, and technological disruption, organisations need investment leaders who can navigate both opportunities and risks with confidence.The best CIOs don't simply manage investments. They shape strategy.They influence board decisions, advise investors, evaluate acquisitions, oversee alternative investments, and ensure that investment activities align with broader organisational objectives.Segment 2: The Challenge of Recruiting Top Investment LeadersFinding an outstanding Chief Investment Officer is rarely straightforward.The candidate pool is limited.The most successful CIOs are typically already employed in demanding leadership roles and are rarely active job seekers.Beyond technical expertise, organisations need leaders who possess a unique combination of qualities:Proven investment performanceStrategic thinkingLeadership capabilityRisk management expertiseStakeholder communication skillsRegulatory awarenessCultural fitA poor appointment can have consequences that extend far beyond recruitment costs.Investment underperformance, governance failures, excessive risk-taking, and leadership disruption can all result from selecting the wrong candidate.This is why many organisations turn to specialist executive search firms rather than relying solely on traditional recruitment methods.Segment 3: How Specialist Executive Search Creates Better OutcomesExecutive search is fundamentally different from conventional recruitment.Rather than waiting for applicants, executive search firms proactively identify, assess, and engage high-calibre candidates across the market.Exec Capital has built a reputation for helping organisations recruit senior executives, including board-level and C-suite leaders across multiple sectors. Their approach focuses on retained executive search, delivering carefully researched shortlists rather than high-volume candidate submissions.When recruiting a Chief Investment Officer, the process typically includes:Detailed role scopingMarket mappingDirect candidate outreachLeadership assessmentReference evaluationStakeholder alignmentOffer negotiation and onboarding supportThis rigorous process helps organisations secure leaders capable of delivering long-term impact.Segment 4: When Should Organisations Hire a Chief Investment Officer?There are several situations where appointing a CIO becomes strategically important.Perhaps assets under management have grown significantly.Maybe the organisation is entering new investment sectors.There could be increased regulatory obligations, expanding institutional investor expectations, or a need to improve governance and investment oversight.For private equity-backed businesses, family offices, pension schemes, and asset managers, bringing in a seasoned CIO often marks a pivotal step in organisational maturity.A strong CIO can provide:Improved investment disciplineEnhanced risk managementBetter governance structuresGreater investor confidenceMore effective capital deploymentLong-term strategic leadershipIn many cases, the appointment becomes a catalyst for growth and transformation.Segment 5: What Makes an Exceptional Chief Investment Officer?The very best CIOs combine analytical excellence with commercial leadership.They understand markets, but they also understand people.They can challenge assumptions, communicate clearly with boards, and build investment frameworks that endure through changing market conditions.Key attributes often include:Deep investment expertiseStrong governance credentialsLeadership and mentoring abilityStrategic visionCommercial judgementAdaptabilityHigh ethical standardsThese qualities...
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    1 min
  • The Executive Hiring Playbook: How Great Companies Build Exceptional Leadership Teams

    The Executive Hiring Playbook: How Great Companies Build Exceptional Leadership Teams
    May 30 2026
    Welcome to today’s episode, where we’re diving into one of the most important decisions any organisation will ever make: hiring senior leaders.Whether you're appointing a CEO, CFO, COO, CTO, Chair, Non-Executive Director, or building an entire leadership team, the quality of those decisions can shape the future of a business for years.Yet despite the importance of executive hiring, many organisations still approach it with surprisingly limited preparation.Today, we'll explore what separates successful executive appointments from costly hiring mistakes and discuss why resources like the Exec Capital Knowledge Centre have become valuable tools for boards, founders, investors, and senior HR leaders across the UK.Why Executive Hiring Is DifferentMost recruitment processes focus on skills, experience, and qualifications.Executive hiring is different.Senior appointments influence:Company strategyOrganisational cultureInvestor confidenceRegulatory relationshipsOperational performanceLong-term business valueAccording to the Exec Capital Knowledge Centre, executive hiring should be viewed as a strategic business decision rather than simply a recruitment exercise. The consequences of getting a senior appointment wrong can be substantial, particularly in growth-stage, private-equity-backed, listed, and FCA-regulated businesses.The challenge is that many firms still rely on generic job descriptions, limited networks, and conventional hiring processes when recruiting leadership teams.The Hidden Cost of the Wrong Executive HireWhen businesses discuss recruitment costs, they often focus on fees.The real cost is often much larger.A poor executive appointment can lead to:Strategic driftOperational disruptionTeam turnoverInvestor concernMissed growth opportunitiesRegulatory issuesThis is one reason retained executive search continues to play a significant role in senior recruitment. Direct search methodologies allow firms to access high-performing executives who are not actively looking for new roles but may be open to the right opportunity.The strongest candidates are often already succeeding elsewhere.Finding them requires a very different approach.The Rise of Specialist Leadership HiringOne of the most interesting themes explored throughout the Exec Capital Knowledge Centre is the increasing specialisation of senior hiring.Modern businesses are recruiting for highly specific leadership requirements.Beyond traditional CEO and CFO appointments, boards increasingly require expertise in:Artificial intelligenceCybersecurityData governanceESG and sustainabilityRegulatory complianceOperational resilienceDigital transformationThe Knowledge Centre contains detailed hiring guides covering a wide range of C-suite appointments, board positions, technology leadership roles, and FCA-regulated Senior Management Functions. These resources are designed to help organisations understand not only the recruitment process, but also the practical realities of each leadership role.Why FCA-Regulated Firms Face Unique ChallengesFor regulated businesses, executive hiring carries an additional layer of complexity.Senior Manager and Certification Regime roles — commonly known as SMF appointments — involve personal accountability, regulatory approval processes, Statements of Responsibility, and fit-and-proper assessments.The Exec Capital Knowledge Centre includes dedicated guidance covering roles such as:SMF1 Chief ExecutiveSMF4 Chief Risk OfficerSMF16 Head of ComplianceSMF17 Money Laundering Reporting OfficerSMF24 Chief Operations FunctionThese appointments require a combination of technical expertise, governance knowledge, and regulatory credibility. Firms must assess candidates not only for leadership capability but also for regulatory suitability.As regulation continues to evolve, these specialist hiring decisions are becoming increasingly important.Fractional, Interim, or Permanent?One of the biggest shifts in executive recruitment over the past decade has been the rise of flexible leadership models.Many businesses no longer assume every senior role requires a permanent executive.Instead, they ask:Should this role be interim?Would a fractional executive provide better value?Is permanent leadership necessary at this stage?Exec Capital argues that the engagement model itself is often one of the most important strategic decisions in senior recruitment. Permanent, fractional, and interim appointments each serve different business needs and should be evaluated based on the specific challenge being solved.For growing companies, this flexibility can provide access to senior expertise while maintaining cost efficiency.Leadership Hiring by Business StageAnother valuable area covered by the Knowledge Centre is how executive hiring changes depending on where a business sits in its growth journey.A startup hiring its first CFO faces very different challenges compared to a listed company recruiting a new Chair.The Knowledge Centre explores senior...
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    1 min
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