Connecting talent to business leadership.

1. Queen Anne House, Bridge Road, Bagshot, Surrey, GU19 5AT
Tel: +44 01276 536453 Email: search@burfordjones.com Website: www.burfordjones.com
Burford Jones
“Connecting talent to business leadership”
Executive Search & Selection
Burford Jones recognises that today’s leaders are expected to maximise their organisations
performance, drive innovation and meet the rising expectations of a range of stakeholders. Our
services help leaders meet those challenges by creating highly effective boards and leadership teams
and building strong future talent pipelines.
Identifying and attracting exceptional talent requires a thorough understanding of a wide cross
section of industries and functional roles, extensive access to senior executives with exceptional
judgement and selection methods.
At Burford Jones we are leading innovators in executive search practice, challenging the traditional
methodologies and fee structures. Privately owned, we aspire to be the adviser of choice among
organisations seeking guidance and counsel on senior leadership needs. We work with clients across a
range of industries, from the world’s largest companies to medium-sized businesses, entrepreneurial
start-ups and non-profit organisations.
Functional Practices
In the environment in which organisations now operate, traditional functional leadership roles are
evolving and new ones are emerging: Functional leaders, whatever their domain, are expected to act
as true strategic advisers and partners to the CEO. The consultants in our functional practices help our
clients build strong leadership teams to navigate these new challenges.
Boards Supply chain & Logistics
Human Resources Communications & Public Affairs
Chief Information Officer (CIO) Project Management
Legal, Regulatory & Compliance Technology
Chief Marketing Officers Operations

2. Queen Anne House, Bridge Road, Bagshot, Surrey, GU19 5AT
Tel: +44 01276 536453 Email: search@burfordjones.com Website: www.burfordjones.com
Industry Practices
Digital transformation, new business models and rapidly changing markets are redefining—and often
dissolving—long-established boundaries between industries. Our industry experts are devoted to
helping boards and CEOs make sense of these changes and creating leadership, succession and
development strategies to seize the opportunities and avoid the pitfalls that come with these
dramatic developments.
Success Orientated Fixed and Transparent (SOFT) Fee Policy
Burford Jones differs from our peers in relation to the manner and principle of our fee policy.
With a much more equitable fee structure that aligns our strategic values with our clients by being
holistically success orientated, we are able to dispense with the traditionally accepted fee policies
intrinsic to executive search practice. Our policy on initial engagement fees is focussed on a flat fee
which is assessed on the actual work and time input required for each individual assignment rather
than an arbitrary percentage fee.
The traditional three stage fee policy is further and radically shifted through a focus on achieving a
successful assignment outcome which provides clients with a motivated resource partner whose
remuneration is much more aligned to the ultimate aim of selecting the appropriate talent to aid their
business success and create a win/win strategic partnership.
Our clients will pay 50% less compared to our typical peers’ fee structures at the usual shortlist stage
of a search assignment.
Industrial
Practice
Consumer
Practice
Practice
Consumer products
Marketing & advertising
Media & entertainment
Retail & luxury goods
Sports
Travel
Hospitality & travel
Digital
Automotive
Aviation, aerospace & defence
Chemicals, pharmaceutical & process
Diverse manufacturing
Energy & utilities
Infrastructure & construction
Logistics & transport
Mining, mineral & metals
Technology
Practice
Telecommunications
Digital
Systems & software
Mobile devices
Apps
Security
Semiconductors
Cloud

3. Queen Anne House, Bridge Road, Bagshot, Surrey, GU19 5AT
Tel: +44 01276 536453 Email: search@burfordjones.com Website: www.burfordjones.com
The Burford Jones search and talent assessment process
Our team has nearly 30 years of time honoured experience and practice with our hallmarked
processes which have come to define our relentless approach to ‘getting it right – first time’. The
following six stage process applies to every single assignment and its integrity is vindicated by our
success.
Key factors of workplace and business leadership performance underpin our talent assessment tool;
Competencies – Business insight, resourcefulness, innovation, courage, strategic mindset, skills
Experiences – Crisis management, functional experiences, change management, turnarounds, finance
Traits – Inherent tendencies, attitude to risk, logic, assertiveness, intellectual capacity, reasoning
Motives – Values, status, structure, independence, life balance, challenge, interests
1. Define role
requirements
•Company culture
•Job specific analysis
•Leadership qualities
•Diversity
2. Develop quality
candidate pool
•Applicant tracking
•Candidate intimacy
•Talent communities
•Research
•Social media
3. Candidate
screening
•Achievemnets
•Reference validation
•Career history
•Resume
•Industry/functional fit
We strive to know all we can about your organisation to gain deep
insight into what kind of leader will be most effective for you. We
work with you to pinpoint the ideal competencies, personality traits,
and behavioural characteristics. Indeed, an important part of our role
is helping you rethink the very concept of “ideal candidate.” As we
work with you to develop candidate profiles, we help you weigh not
only the challenges of the role, but also your strategic objectives and
the corresponding opportunities to enhance diversity and inclusion.
With the objective well defined, our consultants personally and
confidentially engage their local and global relationships to identify
candidates prepared to meet your needs and connect you to highly
diverse talent pools. They are also supported by a dedicated team of
researchers who simultaneously run your requirements through
relevant segments of our database, which is continually refreshed
and tracks top executive and director talent worldwide.
We approach the best qualified candidates personally, quietly,
discretely. Our experience, seniority, and the genuine care we show
candidates conveys that we are peers, prepared to offer them
valuable insights as well as objective, honest advice. Through this
rigorous process, we examine candidates who appear to be a
potential match, analysing critical incidents in their careers for
insights into how they might navigate the challenges to be faced in
your targeted role.

4. Queen Anne House, Bridge Road, Bagshot, Surrey, GU19 5AT
Tel: +44 01276 536453 Email: search@burfordjones.com Website: www.burfordjones.com
4. Shortlist
compilation &
assessment
•Burford Jones Interview
•Education validation
•Competencies
•Traits & behaviours
•Drivers/thinking style
•Experiences
•Business simulation
•Learning agility
5. Executive
feedback
•Debriefing
•Offer & negotiation
•Release runners up
•Close the search
•Manage transition
6. Post hiring
support
•Alert existing team
•Personal introductions
•Ease first day anxieties
•Follow up evaluation
As we delve deeper with interested, well-qualified candidates, we
conduct interviews grounded in our competency and behavioural
analysis model which methodically surface their capabilities,
personal tendencies, gain penetrating insights into their ability to
perform, and assess how they would integrate into your organisation
and culture, whilst also asking to envisage themselves in the role,
helping to gauge their fit on a personal, behavioural, professional,
and cultural level.
Our consultants take time gaining intimate understanding of
candidate’s requirements and concerns so as the search progresses
into the hiring phase, we are thoroughly prepared to serve as
problem solvers and facilitators. We work as trusted advisors to both
client and candidate, expertly facilitating a successful hiring
negotiation. Our SOFT fee policy assures that we can play this vital
yet sensitive role with no conflict of interest. We work tirelessly to
help you attract top talent, proactively building diverse talent pools
that are fully prepared to fulfil your strategic business objectives.
It is estimated that executives who are subject to a structured
onboarding process are 69% more likely to stay with their
organisation after three years. Whilst we offer a full onboarding
service, we believe there are important aspects that should form
part of our search process even after the hire is complete to
safeguard your investment. It is important the executive is made to
feel integrated from day one and both the ‘big things’ and the ‘little
things’ matter. The trajectory of a new hires success is set as early as
the first two weeks so we help make this as successful as possible.