Executive search for financial services in Ireland
A leadership appointment needs to support the business you are building, as well as the responsibilities you need covered today.
Dolmen Recruitment provides personally led executive search for financial services employers in Dublin and across Ireland. We help identify and assess senior people against the demands of the role, the organisation and its future direction.
Every search is led by Hugh Murray, combining specialist market knowledge, direct candidate engagement and an organisational psychology perspective on leadership and long-term fit.
When executive search can help
A targeted search is particularly useful when:
You need experience that is scarce or difficult to identify through advertising.
You are planning a leadership succession or phased handover.
You are establishing or expanding an Irish financial services business.
An appointment requires a discreet approach to the market.
You want to assess external talent alongside potential internal successors.
We discuss the requirement with you first and recommend an approach proportionate to the appointment.
Define the appointment before approaching the market
The job description is a starting point. We explore what the person needs to achieve, the decisions they will own and the people they will work with.
For a smaller business, that may mean a leader who can set direction while remaining close to day-to-day work. In a larger organisation, influencing across functions and navigating an international structure may be central to success.
We also discuss remuneration, reporting lines, resources and the opportunity you can realistically offer.
Research the market and approach relevant people
We identify relevant organisations and individuals, drawing on targeted research and established relationships.
Direct approaches allow us to speak with people who may be open to the right opportunity without actively applying for roles. We explain the mandate thoughtfully and explore what would make a move worthwhile for them.
Where confidentiality is important, we agree how and when information will be shared.
Assess capability, motivation and fit
We explore candidates’ experience against the responsibilities of the appointment, looking at the context behind their achievements.
What did they personally deliver? What resources and support did they have? How does that compare with the environment they would join?
We also examine their reasons for considering a move, leadership approach and expectations. The aim is to give you a clear view of relevant strengths, potential concerns and areas to explore at interview.
A shortlist you can make decisions from
Each shortlisted introduction should explain:
Why the person is relevant to the brief.
The experience and achievements supporting that assessment.
Their motivation for considering the opportunity.
Their remuneration expectations and availability.
Any gaps or questions that require further assessment.
We support the interview process, exchange feedback and help both sides address concerns as discussions progress.
Succession planning with time for a proper handover
A planned succession creates room to consider what the business will need from its next leader.
Where the timetable allows, an incoming appointment can work alongside the current leader, build relationships and develop an understanding of the organisation before assuming the full role.
We help you consider the capabilities required, the transition timetable and how to present the opportunity to potential successors.
Case study: a first Irish hire with a broader role to play
A financial services firm entering the Irish market needed a senior professional to take responsibility for three pre-approval controlled functions (PCFs) spanning compliance, risk and anti-money laundering.
The appointment was central to its plans to distribute products into the European Union. As the first person hired locally, with other senior positions being filled through internal transfers, the successful candidate also needed commercial judgement and the confidence to help incoming colleagues navigate the Irish and EU market.
The search therefore required more than a match on technical credentials. We needed someone who could establish effective controls, build relationships across the business and apply their expertise practically as the Irish operation took shape.
The person appointed has performed exceptionally well. Their contribution has led the organisation to include them in succession planning for a broader international role.
For the client, the appointment delivered capability that extended beyond the original brief. For the candidate, it created the opportunity to build a platform for further progression.
Personal involvement through to appointment
Hugh remains your point of contact throughout the search, supporting candidate engagement, interview feedback, offer discussions and the transition towards joining.
You receive a candid view of the market and the search as it develops, including where expectations or the brief may need reconsidering.
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Discuss a leadership appointment
Whether you have an immediate requirement or are planning ahead, we can start with a confidential conversation about the business, the appointment and your timing.