Fewer candidates. Better decisions.
How we run every search, from the first conversation to the first 90 days in the role.
Speak to our teamMost hiring problems start before the search. A vague brief, a job description copied from the last hire, or a panel that has not agreed what good looks like. We fix that first.
Then we do the work properly: we map the market, speak to the right people directly, test them hard and give you a short list we would stand behind. No CV floods, no volume, no guesswork.
What we believe
The brief is half the result
We agree what success looks like in the first 12 months before we search. It changes who we look for.
Fewer, better candidates
A tight shortlist of tested people saves your leaders time and leads to better decisions.
Honest advice, even when it is hard
If the salary is off, the role is unclear or the market is thin, we say so early.
Partnerships, not transactions
We want to be the firm you call for the next hire, and the one after that.
How a search runs
- BriefA working session with the hiring leader to agree outcomes, must-haves and deal-breakers.
- ScorecardWe turn the brief into a simple scorecard the whole panel signs off.
- MapWe map who does this job well today, where they sit and what would make them move.
- ApproachDirect, discreet conversations. We tell the story of your role properly.
- AssessStructured interviews on delivery, scale, ownership and leadership, against the scorecard.
- Shortlist & offerA short list with our honest view on each person, then support through offer, notice and start.
How we assess candidates
Every candidate we present has been tested on five things:
- Delivery: what they actually built, fixed or grew, in numbers
- Scale: budget, team, countries and complexity they owned
- Ownership: what was theirs, and what belonged to the team
- Leadership: how they hire, develop and keep people
- Fit: how they work with your culture, pace and stakeholders
What you get from us
I had the pleasure of connecting with Ameera Marshall through LinkedIn as part of my executive job search. From our very first phone conversation, it was clear that Ameera is a consummate professional. She approached our discussion with a thoughtful, respectful, and honest demeanor that immediately built trust. Her insights into the executive search process were both valuable and refreshing. I truly appreciated her transparency and the genuine interest she showed in understanding my background and career goals. Ameera is an excellent representative of what an executive search consultant should be, and I highly recommend her to any senior professional seeking guidance or new opportunities.
Led by Ameera Marshall, Founder & CEO
Ameera Talent Solutions is led by founder and CEO Ameera Marshall. Bilingual in Arabic and English, Ameera works with hiring leaders across the Middle East, UK, Europe and US, and is closely involved in every search.
Frequently asked questions
How long does a search take?
It depends on the role and market. We agree a realistic timeline at the brief and keep you updated at every stage.
How many candidates will we see?
Usually a short list of tested candidates. We would rather show you a few strong people than many average ones.
Do you charge a retainer?
No. You pay when your new hire starts. If they leave within 90 days, we run a replacement search free of charge.
Do you advertise roles?
Sometimes, but most of our shortlists come from direct approaches to people who are not looking.
Want to see how this would work for your hire?
Book a call and we will walk you through how we would run your search.
Explore more
Get in touch
Whether you are hiring or thinking about your next move, we would like to hear from you.
Office
+44 1206 258587