Private C-suite search and advisory
The finest leaders in your industry. And the one you'd never have found.
A private and purpose-built search and advisory boutique, helping CXOs navigate leadership risk.
A note from Andrew
Panacea Objective was founded with a simple ambition: to be the most trusted search and advisory practice for the leaders it serves, without compromise.
It exists for leaders facing crisis, change or transformation who need more than a search firm: a focused and trusted ally for the decisions that matter most. It is a private practice by design, where leaders can speak openly and in confidence, free from conflicts of interest, and where their needs and ambitions shape everything that follows.
Each client works with me personally. I draw on two decades of leading global search and stewarding executive talent within some of the world’s most demanding organisations. I work quietly behind the leadership decisions that drive performance, from first conversation to final appointment.
Clients are assured of discretion without exception, counsel without agenda, and a partner who remains at their side until the right leader is in place.
Trust and confidentiality are held sacred and without compromise.
The difference
The one you'd never have found.
The obvious candidates are rarely the only ones worth meeting. Every search maps the finest leaders in your industry, and those beyond it who have already met the challenge you face.
Counsel, whenever it is needed
Whether for a single decision or the years that follow.
Some clients seek my counsel at one decisive moment: an appointment of consequence, a leadership team in need of renewal, a crisis that permits no delay. Others have kept me at their side for many years, through succession, expansion, acquisition and the questions that arrive unannounced.
The counsel itself does not change: candid, discreet and carefully considered. Continuity is never assumed; it is earned.
Every conversation is held in strict confidence. Nothing is shared without your agreement.- Appointments of consequence
- Succession and leadership renewal
- Expansion and acquisition
- Crisis and turnaround
In confidence
What CEOs want to know
The questions that tend to come before the first meeting, rather than during it.
Can a search be run without anyone knowing, including the person being replaced?
Yes. Every mandate is conducted under a non-disclosure agreement from the outset, and the role is never advertised. Candidates are informed of the client’s identity only once they have agreed to a confidential conversation, and only with your consent. Discretion is absolute: nothing is disclosed to anyone without your express agreement.
How will I know I have seen the whole market, not just the available names?
You will be presented with the strongest leaders within your industry, together with those beyond it who merit consideration. Every candidate, including any internal successor, is assessed against the same evidence and benchmarked against the market. As I act for a deliberately limited number of clients, very few leaders are beyond my reach.
What happens when the decision cannot wait?
I will make myself available promptly and in strict confidence. Together, we will distinguish the decisions that must be taken immediately from those that may be considered with greater care. Where appropriate, I can arrange an introduction to a leader who has faced a comparable situation and come through it.
How I help
Leadership questions I help you answer
Executive search
How do I find the right CEO or CFO, in confidence?
Executive search
How do I replace a leader in the middle of a crisis?
Executive search
Who outside my industry could do this job better?
Advisory
How do I plan succession before it becomes urgent?
Advisory
Is my leadership team built for what comes next?
Coaching
How do I help a new leader land in the first 180 days?
Clients include Fortune 100 companies, sovereign wealth funds, family offices and PE-backed businesses.
What clients say
In their words
"I love the fact I can be completely open with Andrew. I've been let down so many times before, I don't think I would be having these open conversations if Andrew were one of the regular search firms in New York."CHRO, US Fortune 100 insurance company
"Andrew will challenge you as a client, push back on what you think you should be doing, in order to get to the heart of what really drives the brief. From there, Andrew is incredibly proactive. He has opened doors for us and introduced candidates that would never be in the public domain."CFO, London financial consulting company
"Andrew is the rare exception in the world of talent and search. He knows the right people and treats you as his priority."Chief Executive Officer, UAE retail company
The first conversation
A private briefing.
You describe the situation. I listen, ask the questions your board, shareholders and incoming leadership team will ask, and give you a candid view of the options, including whether a search is the right answer at all.
It remains confidential, whatever you decide.
- An unhurried hourIn person in Dubai, or by video wherever you are.
- An initial read of the marketWho is likely to be available, at what level, and where the less obvious candidates may be.
- A considered recommendationThe course I would advise, even when that is not to proceed.
Who should you meet?
Tell me about the role, or the question or challenge behind it. Every conversation is held in strict confidence.