The right leader
for your next stage,
when you need them.
Vetted by the search partners who know them. A shortlist in days. Pay only when you hire.
Every leadership hire starts months after the need was known.
to fill a senior role, with the brief written the week it opens
Clockwork benchmark
The brief exists months before the role does. So does the shortlist.
of senior hires fail inside eighteen months, matched to a job title
Heidrick & Struggles; Corporate Executive Board
Matched to the move they're ready for, by the partner who knows them. So they stay.
Know the gap early. Know who's ready. Introduce them through the person they trust.
01 · The brief
What does the company have to become, and by when?
Set by the founder or the fund, from the plan and the board room. Months before a job spec.
02 · The fit
Only leaders a partner has assessed. Scored, and explained.
Partners put forward people they know are ready for this move. Tenure scores the fit on five signals and explains it in plain English.
03 · The introduction
The partner calls. The leader says yes.
You meet them with the partner’s assessment and the fit explained. The fee is due when they start.
From day one, Tenure also reads the leaders partners have already assessed in live searches, and tells the partner when one fits a role they aren't running.
The people who know these leaders best put them forward.
“I might as well have curated your career for you. That knowledge lived in my head and nowhere else.”
Partner · boutique search firm, London
“We knew the best three people on day one. Then we ran a six-month process to prove it.”
Partner · European search firm
“It is not ‘I need a marketer’. It is ‘I need someone to take me from X to Y’. That conversation is where the value is.”
Partner · boutique search firm
“Nobody should come up with a full fee for a natural piece of work.”
Partner · on why the fee works
The moves a company can't afford to get wrong.
“We close in March. The board wants a CRO in seat by summer.”
“Our next raise is in nine months. We need a CFO who has run one.”
“We have to pass enterprise security reviews by next year. The team is 25 and has no managers.”
“We need an independent director who has actually operated at scale.”
Nobody is named until they say yes.
As quiet as a retained search. With the reach of every partner’s pipeline.
You see an anonymised profile until the leader says yes through their partner.
Two sides. One introduction.
Funds and founders
Load the chambers before the role exists.
Set the brief from the plan. Meet leaders who are ready for exactly that move.
For funds and founders →Search partners
Your whole network. Quietly earning.
Roles you aren't running, for people you already know. The introduction is yours.
For search partners →Leaders who stay.
Tell us where the company has to get to. We'll tell you who's ready.
Know the gap six months early. Have the people ready.
The need is discussed in a board meeting long before anyone writes a job spec. Tenure turns that moment into a brief, and matches it against leaders a partner has assessed and knows are ready for exactly that move.
A brief, not a job spec
What the company has to become, by when. Kept alive, hire or no hire.
Leaders who are ready for that move
Recorded by the partner who knows them, with the evidence.
Pay when they start
No retainer. A lower fee, because nobody ran a four-month search.
From board meeting to leader in seat.
Months out
Set the brief
Founder or fund. From the plan.
Ongoing
Matched to readiness
Leaders ready for that move, by then.
Role opens
Partners call
Leaders say yes or no.
Days later
Shortlist
Anonymised until you want to meet.
Start date
Fee due
25–30% of first-year cash. Nothing before.
For funds: an early-warning system for the portfolio.
Portfolio transitions
Every company's next move, loaded from the value creation plan.
Fee on advisory and board seats
De-risk a hire before you commit to it.
View across the portfolio
What every company at this stage did about this.
Fund plans are priced by fund size and include preferred rates across the portfolio.
Start a brief.
Where does the company have to get to, and by when? We'll come back within two working days.
Who sees it?
Only partners whose records hold a fit. The company name is hidden until you choose to meet someone.
What does it cost?
Nothing to set a brief or meet a shortlist. The fee is due when the leader starts. Advisory and board introductions carry no fee.
We already use a search firm.
Keep them. If they're a Tenure partner, their knowledge is part of what your brief is matched against.
Your whole network. Quietly earning.
Tenure spots people in your pipeline who fit leadership roles you aren't running. You decide who to call. The introduction is yours, and so is the lion's share of the fee.
Tenure notices. You decide.
Nothing moves without you.
Your candidates stay yours.
You make every introduction and own it.
70% of the fee is yours.
Paid on success, on business you weren't going to see.
Tenure notices. You decide.
Nothing moves without you.
The leaders you know but didn't place last year.
Added revenue a year
£154,000
Without a pitch, a proposal or a four-month process.
Join as a partner.
Boutiques with deep benches in GTM, finance and operating leadership at Series A to C. We'll be in touch within two working days.