Leadership & Organisational Advisory

Senior hiring decisions rarely exist in isolation. Behind most executive search mandates lies a broader leadership question — a succession that hasn’t been properly planned, a structure that no longer fits the organisation’s direction, or a role that needs redefining before it can be filled well.

Reich Partners offers selective advisory support to financial services firms navigating these situations. It draws directly on first-hand experience with senior leadership candidates and hiring decisions in the Swiss market — and is typically engaged alongside, or in preparation for, an executive search mandate.

This is not a standalone consulting practice. It is a focused extension of search expertise, applied where leadership clarity has direct consequences for the quality of a senior appointment.

Succession Planning

Support for firms managing planned or unplanned transitions in senior and revenue-critical roles. This includes defining what the successor role should look like, assessing internal readiness, and structuring the search process where external talent is required. Particularly relevant where a departure needs to be handled discreetly and transition risk is high.

Leadership Structure

Review and refinement of leadership structures within private banks, asset managers, and regulated financial institutions — typically ahead of a strategic change, a regulatory development, or a period of organisational growth. Focuses on whether the current structure reflects the firm’s actual direction and where accountability gaps or overlaps exist at senior level.

Organisational Readiness

Assessment of leadership readiness ahead of a material change — a new business line, a regulatory transition, a merger, or a platform evolution. Helps firms identify where senior capability is sufficient and where gaps need to be addressed before the change is underway.

Role Design

Market-driven role definition in preparation for a senior appointment. Ensures the mandate reflects realistic market conditions — what the role needs to deliver, what profile can actually be found, and how the role should be positioned to attract the right candidates. Often the most valuable step in a search process, and the one most frequently skipped.

How we work

Advisory engagements are undertaken selectively and scoped to the specific situation. They are not structured as long-term retainers or broad organisational consulting projects. Typically an engagement involves a small number of focused conversations and a clear output — a succession framework, a role definition, a structural recommendation — delivered with the same directness and confidentiality that applies to search mandates.

Where advisory leads naturally into an executive search, the two are conducted in continuity, with no loss of context or accountability between the two phases.

Talk through a leadership question

If you are facing a senior leadership situation where clarity would be valuable before a decision is made, we would be glad to have an initial conversation in confidence.

Contact us