The Challenge
The strongest MDs, "Heads of" or Senior Bankers rarely apply to job adverts - they don't have time! By the time a CV appears on the open market, top candidates are already engaged in multiple processes, increasing competition, cost, and execution risk. Our clients want access to elite talent before the market knows they are available & not after.

Our Approach
Croft & Co operates a proactive, relationship-led headhunting model. We don't wait for applications. Instead, we identify and directly approach high-performing senior professionals across investment banking, markets, and corporate finance, often years before they consider a move.

A core part of our work is talent pipelining. We build and maintain long-term relationships with senior leaders, staying closely connected to their careers, motivations, and timing. Through regular, trusted dialogue, we understand when circumstances shift -whether due to leadership changes, compensation pressure, strategic realignment, or personal priorities.

Because these relationships are established well in advance, we are already engaged when a leader begins to explore their next step. This allows for discreet, informed conversations rather than reactive outreach once a role is live.

The Outcome
Our clients benefit from immediate access to a curated pipeline of proven leaders who are not actively job-seeking and are unavailable through traditional advertising. This first-mover advantage reduces competition, shortens hiring timelines, and enables firms to secure exceptional talent ahead of the wider market.

In a competitive financial landscape, successful hiring is not driven by job adverts, it is driven by who you know, how well you know them, and being connected long before the move is made. Outreach might look instantaneous, but it's developed and fostered over months, often years.

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