Cambridge Executive Recruitment

Cambridge Executive Search

Exec Capital recruits CEOs, CFOs, COOs, CTOs, and the full range of C-suite and director-level executives for Cambridge and Cambridgeshire businesses. The Cambridge Cluster — one of Europe’s most significant technology and life sciences ecosystems — creates a distinctive executive search market with specific requirements for technical credibility, commercialisation experience, and the ability to operate in high-growth, investor-backed environments. Every Exec Capital mandate is run by our specialist team, with Adrian Lawrence FCA overseeing each mandate. To discuss a Cambridge executive search requirement, call 0203 834 9616.

Exec Capital is a specialist executive recruitment agency and headhunter placing C-suite and director-level executives with businesses in Cambridge, Cambridgeshire, and the wider Cambridge Cluster. We conduct retained executive searches, interim executive placements, and fractional executive arrangements across CEO, CFO, COO, CTO, CMO, and director-level appointments — for Cambridge’s technology businesses, life sciences companies, AI and deep tech firms, PE-backed businesses, and university spinouts at every stage of development. Permanent appointments are run as retained executive search mandates, and every mandate — permanent, interim or fractional — is run by our specialist team, with Adrian Lawrence FCA overseeing each mandate.

The Cambridge Cluster is one of Europe’s leading knowledge-economy hubs — a concentration of world-class research, high-growth technology and life sciences businesses, and deep institutional investment that creates one of the most active executive hiring markets outside London. (Local growth policy, once led by the Cambridgeshire and Peterborough Local Enterprise Partnership, now sits with the Cambridgeshire and Peterborough Combined Authority and its Business Board, and nationally with the government’s Oxford to Cambridge Growth Corridor programme.) Cambridge’s proximity to London, its established connections with the University of Cambridge and Anglia Ruskin University, and its clusters in AI, life sciences, semiconductor technology, and deep tech create an executive talent market that requires specialist knowledge to navigate effectively.

Where We Work From and How We Cover Cambridge

To be clear from the outset: Exec Capital does not have an office in Cambridge. The group has two offices — London, at 167–169 Great Portland Street, and Cannock in the West Midlands. Our London office is staffed, and it is where the team holds most client and candidate meetings. Cambridge is a straightforward rail journey from London, and for most Cambridge searches the work that matters does not depend on where a desk sits: it depends on knowing who the credible candidates are, reaching them confidentially, and assessing them properly.

In practice, Cambridge mandates are run in the same way as our other regional searches. Briefings take place by video call or in person at the client’s premises or our London office; candidate interviews are held wherever suits the shortlisted executives, often in Cambridge itself or in London; and final-stage meetings with founders, boards and investors are arranged around the client’s own calendar. A significant share of the executives who end up in Cambridge roles are London-based or already commuting between the two cities, so a London base is often an advantage rather than a limitation.

If you are comparing regional coverage, our locations page lists the areas we serve. Businesses on the other side of the growth corridor may also want to read our Oxford executive recruitment page, which covers the Oxfordshire science and technology market.

How a Cambridge Executive Search Works

Every search follows the same disciplined sequence. We agree the timetable with you at briefing, because the right pace depends on the role, the seniority, the candidate market and how quickly your board and investors can make decisions. What we do not do is promise a shortlist in a fixed number of days: the quality of the candidates matters more than the speed of the first list.

Cambridge Executive Search: What We Place

CEO and MD appointments. Chief Executive and Managing Director searches for Cambridge businesses — from university spinouts at early commercialisation stage to established technology and life sciences companies at growth equity and pre-IPO stage. Cambridge’s CEO talent market is distinctive: the most capable candidates combine technical credibility with commercial leadership and investor relationship management, and many are simultaneously attractive to multiple high-growth businesses. A headhunting approach — direct, confidential outreach to specific individuals — is consistently necessary. See our CEO Recruitment page.

CFO and Finance Director appointments. Chief Financial Officer and Finance Director searches for Cambridge businesses — including those preparing for or managing Series B and growth equity rounds, life sciences companies managing R&D funding structures and grant accounting, and PE-backed businesses requiring financial governance that satisfies institutional investor expectations. Adrian Lawrence’s ICAEW qualification gives Exec Capital a specific advantage in assessing finance leadership candidates for technically complex Cambridge businesses. For fractional and interim FD requirements, FD Capital is the specialist. See our CFO Recruitment page.

CTO and technology leadership. Chief Technology Officer searches for Cambridge’s technology businesses — across AI and machine learning, semiconductor design, deep tech, SaaS, and life sciences technology platforms. Cambridge’s connection to world-leading computer science and engineering research at the University of Cambridge means the CTO market here has a depth of technical talent unmatched outside London, but identifying executives who combine genuine technical leadership with commercial accountability and board credibility requires specific knowledge of the Cambridge ecosystem. See our CTO Recruitment page.

COO and operational leadership. Chief Operating Officer and Operations Director searches for Cambridge businesses scaling their operational infrastructure — particularly technology businesses moving from product-market fit to commercial scale, PE-backed companies executing value creation plans, and life sciences businesses managing clinical operations alongside commercial delivery. See our COO Recruitment page.

CMO and commercial leadership. Chief Marketing Officer and commercial director searches for Cambridge’s technology and life sciences businesses — where the marketing mandate typically requires deep sector expertise, the ability to communicate complex technical propositions to commercial audiences, and the pipeline discipline that B2B technology businesses require. See our Fractional CMO and Interim CMO pages.

Chairman and board appointments. Chairman and Non-Executive Director searches for Cambridge boards — including investor-backed technology and life sciences companies requiring independent board oversight, businesses preparing for institutional investment or IPO, and owner-managed businesses building their first formal board structure. For NED appointments, Exec Capital’s sister practice NED Capital specialises in this market. See our Chairman Recruitment page.

Specialist and second-line leadership. Beyond the core C-suite, Cambridge businesses regularly need leaders who sit one level below the board but carry board-level consequences: heads of AI and data, engineering and product leaders, commercial and business development directors with licensing or partnering experience, and — in regulated businesses — compliance and money laundering reporting officers. We cover these alongside the C-suite, so a business building its leadership team can work with one search partner rather than several. Our AI executive recruitment and healthcare and life sciences executive recruitment pages cover the two sectors that generate the most Cambridge demand.

The Cambridge Cluster: What Makes It Different

Cambridge’s business environment is unlike any other UK city. The Cambridge Cluster — sometimes called Silicon Fen — has grown over decades around the University of Cambridge’s research output, producing a concentration of technology and life sciences businesses that is one of the most productive innovation ecosystems in Europe. Companies including Arm, Autonomy, AstraZeneca, and hundreds of smaller high-growth businesses have roots in or strong connections to Cambridge, and the ongoing output of university spinouts through Cambridge Enterprise ensures a steady pipeline of new high-potential businesses requiring executive leadership as they commercialise.

Arm, the chip design company whose processor architecture sits inside most of the world’s smartphones, was founded in Cambridge in 1990 and is still headquartered there; it has been listed on Nasdaq since 2023. Its presence has shaped the local talent market for three decades, producing a deep pool of semiconductor, embedded software and engineering leaders, many of whom have gone on to found or lead other Cambridge businesses. Autonomy, the enterprise software business founded in Cambridge in the 1990s, played a similar role for an earlier generation of software executives. For hiring businesses, that history means the CTO, VP Engineering and technical CEO market in Cambridge is unusually deep — but the strongest people are known, well looked after by their current employers, and rarely on the open market.

The executive leadership requirements of Cambridge businesses reflect this ecosystem’s characteristics. Cambridge technology and life sciences businesses typically need executives who can operate credibly with technical founders and academic advisors, manage relationships with institutional investors who may include Cambridge-affiliated venture funds alongside mainstream PE and VC, and lead commercial functions that must translate highly technical propositions into scalable revenue. This is a very specific executive profile — distinct from the generalist commercial leadership that works well in consumer or professional services businesses — and it requires a search process built around those specific characteristics.

Cambridge’s life sciences cluster — centred on the Cambridge Biomedical Campus and the Babraham Research Campus — is one of the strongest in Europe. AstraZeneca, whose global headquarters is in Cambridge, opened its Discovery Centre — one of the company’s three strategic R&D centres worldwide — on the Cambridge Biomedical Campus in 2021, alongside Addenbrooke’s Hospital and major research institutes, and the wider cluster supports hundreds of biotech, medtech, and diagnostics businesses at various stages of development. Executive leadership in life sciences requires specific regulatory familiarity, experience of managing clinical and commercial functions simultaneously, and — for those approaching late-stage commercialisation or partnering with major pharmaceutical companies — the corporate development and licensing experience that this stage requires. Exec Capital works with life sciences businesses on these appointments and understands these specific requirements.

The Oxford to Cambridge Growth Corridor

Government policy is now pushing in the same direction as the cluster. In October 2025 HM Treasury set out a package of more than £500 million for homes, infrastructure and business space across the Oxford to Cambridge Growth Corridor, including up to £400 million of initial funding for Cambridge and £15 million for a University of Cambridge Innovation Hub to provide laboratory space for science start-ups. Lord Vallance, the Science Minister, is the government’s Oxford–Cambridge innovation champion. For executive hiring, the practical consequence is more laboratory and office space, more companies reaching the scale where they need a full leadership team, and more competition for the same experienced executives.

East West Rail and the commuting question

Transport remains a real constraint, and it shapes how Cambridge roles are structured. East West Rail will eventually link Oxford, Milton Keynes, Bedford and Cambridge. The western section between Oxford and Bletchley has been rebuilt, with Chiltern Railways appointed to run the first passenger services; the new line between Bedford and Cambridge is still at the planning and consent stage, with the project itself pointing to full services later in the decade and an upgraded Bedford station and new Cambridge station entrance by the mid-2030s. In short, a direct rail link from Cambridge to Oxford or Milton Keynes is still some years away. Today, Cambridge’s main strategic links are the fast rail services to London King’s Cross and Liverpool Street and the M11, A14 and A428 roads — which is why we assess candidates’ realistic commuting pattern on every Cambridge mandate rather than assuming that “within the corridor” means “within reach”.

Cambridge Executive Headhunters: Our Approach

Cambridge’s most capable executive candidates are consistently in post — leading businesses, managing investor relationships, and being approached through professional networks rather than through advertised vacancies. The executive headhunting approach — direct, confidential identification and outreach to specific individuals — is particularly necessary in Cambridge, where the executive talent pool for specialist roles is relatively concentrated and where the best candidates are often known to each other and to the major investors in the ecosystem.

Exec Capital’s Cambridge executive headhunting draws on networks across Cambridge itself, the broader East of England, and London — where a proportion of the executive talent suitable for Cambridge businesses is based and for whom a Cambridge role would require relocation or hybrid working. The willingness to relocate to or commute from London is a specific candidate assessment criterion that Exec Capital addresses in every Cambridge mandate, and the attractiveness of the Cambridge lifestyle — relative to London costs and quality of life — is a genuine positive factor in candidate attraction that Exec Capital uses actively in executive approaches.

Confidentiality in a small ecosystem

Cambridge is a small place at the top. Founders, investors, scientific advisers and senior executives meet at the same events, sit on each other’s boards and share the same venture investors. That makes confidentiality more important than it is in a larger market: a poorly handled approach can reach a candidate’s current chair, or a client’s own investors, within days. We use a project name rather than the client’s name in the early stages of most Cambridge searches, disclose the client only to candidates who have been assessed and are genuinely interested, and agree with you at the outset who inside your business and investor group should be told about the search.

Assessment that goes beyond the CV

The CVs of senior Cambridge candidates often look similar: a strong degree, perhaps a PhD, time at a well-known Cambridge technology or life sciences business, and a venture-backed role. What separates them is harder to see on paper. We test for the things that decide whether an appointment works: whether the candidate has actually held commercial accountability for revenue or a budget, how they have handled a disagreement with a technical founder, what they did when a funding round slipped, and whether they have operated at the stage your business is now at rather than the stage it may reach in five years. For finance appointments, Adrian Lawrence FCA’s background as a Chartered Accountant and former listed-company Finance Director informs the technical assessment.

Reaching beyond Cambridge

For many roles the best candidate is not in Cambridge today. Growth-stage businesses often need someone who has scaled a company beyond the size any local business has yet reached, which can mean looking at London, other UK clusters or international candidates willing to relocate. Our London executive recruitment work gives us direct reach into the largest pool of experienced C-suite executives in the UK, and we look nationally where the brief calls for it.

Interim and Fractional Executive Recruitment in Cambridge

Cambridge’s high-growth businesses — particularly pre-Series A and Series A technology and life sciences companies — frequently need C-suite level leadership before they have the funding or organisational scale to justify a full-time permanent appointment. Interim and fractional executive arrangements are well-suited to this stage: providing CEO, CFO, COO, or CTO-level leadership on a defined or part-time basis while the business develops toward a permanent appointment.

Exec Capital places interim and fractional executives for Cambridge businesses across all C-suite and director-level roles. For interim requirements at short notice, see our interim executive recruitment page. For fractional arrangements, see our fractional C-suite page. For fractional and interim Finance Director and CFO requirements specifically, FD Capital is the specialist practice.

The most common fractional appointments we see in early-stage Cambridge businesses are finance and technology leadership. A fractional CFO working one or two days a week can build the reporting, cash forecasting and investor materials a company needs for its next round, then hand over to a permanent CFO once the business has grown into one. A fractional CTO can give a founder-led or scientifically led business an experienced view of architecture, security and engineering hiring before it commits to a full-time technology executive. Interim appointments, by contrast, are usually full-time and fixed-term: covering a sudden departure, leading a business through a transaction, or stabilising a function while a permanent search runs in parallel.

Interim and fractional executives are normally engaged through their own limited company, which brings the off-payroll working (IR35) rules into play for medium and large clients. Changes to the Companies Act size thresholds have no practical impact on off-payroll working until 6 April 2027 at the earliest, according to HMRC’s April 2025 Employer Bulletin. We talk this through at briefing so that status is considered before an engagement starts, not afterwards.

Permanent, Interim, Fractional or Part-Time: Choosing the Right Format

The format decision is often more important than the job title. A Cambridge business that has just closed a seed round needs something different from a PE-backed group preparing for exit, even if both say they need “a CFO”. The table below sets out how the four formats compare.

Other ways to hire a Cambridge executive. This page covers executive search for Cambridge and Cambridgeshire across all formats. If you already know you want a specific format, the dedicated pages go further: our fractional C-suite and interim executive pages explain those models in detail, and our scale-up executive recruitment page covers growth-stage hiring wherever the business is based.

Which Leadership Role Does a Cambridge Business Need First?

Founders frequently ask which senior hire should come first. There is no single answer, but the pattern in technology and life sciences businesses is fairly consistent. The table compares the roles we are most often asked about.

In our experience, the most common mistake is hiring the role that feels most urgent rather than the one that removes the biggest constraint. A company that cannot close its next round without credible financial reporting needs finance leadership before a CMO; a company with strong investor support but a stalled product needs technical leadership first. We discuss sequencing at briefing, and sometimes the right answer is a fractional appointment now and a permanent search in twelve months.

What a New Executive Typically Delivers in the First 90 Days

Agreeing what the first 90 days should produce is one of the most useful parts of the brief. It sharpens the candidate profile and gives the new executive a clear starting point. The details vary by role, but in Cambridge technology and life sciences businesses the first three months usually cover the following.

• Days 1–30: listen and diagnose. Meet the founders, board, investors, key scientific or technical staff and major customers or partners. Review the business plan, funding runway, product roadmap and the state of the function they now lead. Identify the two or three issues that will define their first year.
• Days 31–60: set the plan. Agree priorities and measures with the CEO and board. For a CFO, that often means a reliable monthly reporting pack, a cash forecast and a view on the next funding round. For a CTO, an architecture and hiring plan. For a CEO, a refreshed strategy that the board and investors support.
• Days 61–90: deliver early results. Make the first visible changes — key hires, process fixes, a first board paper, a funding or partnering process started — and confirm the team structure they need for the following year.

For interim executives the timetable is compressed, because they are usually brought in for a specific outcome and expected to make an impact from the first week. For fractional executives, the 90-day plan sets out what will be achieved in the agreed number of days and when the arrangement should be reviewed. Our executive interview guide for boards explains how to test candidates’ 90-day thinking at interview.

Regulated Cambridge Businesses: Compliance and Senior Manager Hires

Cambridge is best known for technology and life sciences, but it also has a growing number of FCA-regulated businesses: fintech and payments companies, wealth managers and financial advisers, insurance intermediaries and software businesses that hold their own permissions. For these firms, the most urgent senior hire is often not a C-suite role at all but a compliance or money laundering reporting officer.

Under the FCA’s Senior Managers and Certification Regime, SMF16 (Compliance Oversight) and SMF17 (Money Laundering Reporting Officer) remain pre-approved functions: the FCA must approve the individual before they take up the role. The FCA’s October 2026 consultation, CP26/37, proposes moving several other senior manager functions to a notification basis, but SMF16 and SMF17 stay pre-approved. Since the SMCR changes in force from 24 April 2026, a firm that loses its senior manager can use temporary cover and has 12 weeks to submit an application for the permanent appointment; CP26/37 proposes extending this to 18 weeks. Payment and e-money institutions are outside SMCR, but they must still appoint an MLRO under the Money Laundering Regulations, and the FCA assesses the people responsible for their management.

Many smaller regulated firms do not need, or cannot yet justify, a full-time compliance officer. A fractional Chief Compliance Officer or fractional compliance officer holding SMF16 for a set number of days a month, often combined with SMF17, is the most common arrangement we are asked to fill. Where a firm needs immediate cover, an interim CCO or fractional MLRO can step in while a permanent appointment is approved. Our guide to SMF16 vs SMF17 explains when a firm needs one, both or a combined role.

Compensation and Package Structure

Executive packages in Cambridge differ from London packages less in their headline numbers than in their structure. Venture-backed technology and life sciences businesses usually combine a base salary with a meaningful equity stake, often through share options, and a bonus linked to funding, product or commercial milestones. PE-backed businesses typically use a management equity scheme tied to an exit. Established and listed businesses follow more conventional salary, annual bonus and long-term incentive structures.

We do not publish Cambridge salary figures on this page, because pay for a CEO or CFO in a twenty-person spinout bears little relation to pay for the same title in a large PE-backed group, and a single number would mislead more than it would help. Our C-suite salary guide sets out sourced benchmarks by role, and at briefing we give you a view of the package needed to attract the candidates you want, based on the market response we see during the search.

Points that come up repeatedly in Cambridge negotiations include the vesting schedule and leaver terms on equity, the dilution expected at the next funding round, relocation support for candidates moving from London or overseas, and flexibility on hybrid working for those who will commute. Getting these right often matters more to a senior candidate than the base salary. For interim and fractional executives, compensation is a day rate, and the day rates we quote include our fee.

Engagement and Fees

We agree the fee structure with you at briefing, once we understand the role, the format and the search required. The main models are as follows.

• Retained search for permanent appointments. Our standard approach for C-suite and board-level roles, where a dedicated research-led search is needed and confidentiality matters. The structure and timing of fees are agreed at briefing and set out in our terms of business.
• Contingent recruitment. Used for some director-level and specialist roles where the candidate market is more accessible. Our retained vs contingent executive search guide explains the differences and when each makes sense.
• Interim and fractional engagements. Charged on a day-rate basis. The day rate quoted to you includes our fee, so there is a single rate to budget for.

Every engagement includes the brief and role specification, market research and direct approaches, candidate assessment and written shortlist reports, interview coordination, offer negotiation, and contact through the notice period and early months in role. If anything about the scope changes during the search — the format, the seniority or the location — we agree it with you before continuing.

Who We Place and Who We Work With

Our Cambridge clients are typically one of the following types of business. We do not name clients on this page, and the descriptions below are general rather than case studies.

• University spinouts and early-stage technology companies moving from academic founders to a commercial leadership team, often hiring their first CEO, CFO or CTO from outside the founding group.
• Venture-backed scale-ups in AI, semiconductors, software and deep tech, building out the C-suite after a Series A or B round. See our venture capital recruitment page for how we support investors and their portfolio companies.
• Life sciences, biotech, medtech and diagnostics businesses around the Cambridge Biomedical Campus, Babraham, Granta Park and the wider county, hiring commercial, finance and operational leaders as they approach clinical milestones or partnering deals.
• Private equity-backed and owner-managed businesses across Cambridgeshire, including manufacturing, engineering, distribution and professional services companies in Cambridge, Ely, Huntingdon, St Neots and Peterborough.
• FCA-regulated firms needing compliance, MLRO and finance leadership, often on a fractional basis.
• Investors and boards — venture and private equity firms, family offices and chairs — looking for executives or non-executives for businesses they back. Investors in this market can find industry information from UK Private Capital (formerly the BVCA).

The executives we place come from Cambridge’s own technology and life sciences businesses, from London, from other UK clusters and, where the brief requires it, from overseas. Many have held senior roles in venture-backed or PE-backed businesses, and a significant number combine a technical or scientific background with commercial or financial leadership experience.

Frequently Asked Questions

Do you recruit for businesses across Cambridgeshire, not just Cambridge city?

Yes — Exec Capital recruits for businesses across Cambridgeshire including the Cambridge Biomedical Campus, Babraham Research Campus, Granta Park, St John’s Innovation Centre, and businesses in Ely, Huntingdon, Peterborough, and the wider county. We also regularly source candidates from London, Oxford, and across the UK for Cambridge-based mandates where the strongest candidate pool extends beyond Cambridgeshire.

Do you recruit for early-stage Cambridge spinouts?

Yes — Exec Capital works with university spinouts at pre-revenue and early-revenue stage. The brief for these appointments is typically very specific: the executive needs technical credibility with the founding team, the commercial instinct to build the business model, and the investor relationship capability that Cambridge’s VC ecosystem expects. This is a different profile from a conventional C-suite search and Exec Capital’s briefing process is designed to capture these specific requirements accurately.

How long does a Cambridge executive search take?

It depends on the role, the seniority, the candidate market and how quickly decisions can be made on your side, so we agree the timetable with you at briefing rather than promising a fixed number of days. Permanent C-suite appointments also depend on the successful candidate’s notice period, which for senior executives is often several months. Interim and fractional appointments can usually start much sooner, because the executives concerned are typically available between assignments. Call 0203 834 9616 to discuss your timeline.

Can you source executives willing to relocate to Cambridge from London?

Yes — and this is a frequent element of Cambridge mandates. Cambridge’s quality of life, relative to London, is a genuine attraction for many London-based executives — particularly those at a life stage where the combination of lower housing costs, better schools, and a high-quality environment outweighs the pull of London’s social and professional network. Exec Capital actively identifies and approaches London-based executives for whom a Cambridge relocation is genuinely attractive and uses this positioning in every approach.

Do you have experience with Cambridge life sciences businesses specifically?

Yes — Exec Capital works with life sciences businesses across biotech, medtech, and diagnostics, at stages from pre-clinical through to late-stage commercialisation and partnering. The executive profile for life sciences is specific enough that Exec Capital treats it as a distinct brief category with its own candidate assessment criteria, separate from the technology and deep tech briefs that are also common in Cambridge.

Do you have an office in Cambridge?

No. Exec Capital’s offices are in London (167–169 Great Portland Street) and Cannock in the West Midlands. We cover Cambridge mandates from London, meeting clients at their premises, by video or at our London office, and interviewing candidates wherever suits them.

Should we hire a permanent, interim or fractional executive?

Permanent search suits businesses with the funding and long-term need for a full-time leader. Interim suits a gap, a transaction or a turnaround. Fractional suits early-stage businesses that need senior judgement for a few days a week. We often recommend a fractional or interim appointment first, followed by a permanent search once the business has grown into the role.

Can you find a fractional SMF16 or SMF17 for a Cambridge-regulated firm?

Yes. Fractional compliance and MLRO appointments are among the most common roles we fill for FCA-regulated firms. SMF16 and SMF17 remain pre-approved functions, so the individual must be approved by the FCA before taking up the role; we help firms find candidates who are ready for that process and can combine both functions where appropriate.

How are your fees structured?

We agree the fee structure at briefing. Permanent C-suite appointments are usually run as retained searches; some director-level roles are handled on a contingent basis; and interim and fractional appointments are charged on a day rate that includes our fee.

Can you also recruit non-executive directors and chairs for Cambridge boards?

Yes. We run chair searches directly, and our sister practice NED Capital specialises in non-executive appointments. Venture-backed boards in particular often need an independent chair or NED with sector credibility as institutional investors come on board; our VC-backed NED recruitment page explains how those searches work.

Cambridge Executive Search — Start a Conversation

Exec Capital places C-suite and director-level executives with Cambridge and Cambridgeshire businesses. Permanent, interim, and fractional. Retained executive search for permanent appointments, with the timetable agreed with you at briefing.

• Retained search: research-based, not database-led.
• Cambridge sectors: technology, AI, life sciences, deep tech, PE-backed.
• All models: permanent, interim, and fractional C-suite appointments.

Cambridge Executive Search by Role

• CEO Recruitment Cambridge — Chief Executive search
• CFO Recruitment Cambridge — Chief Financial Officer search
• COO Recruitment Cambridge — Chief Operating Officer search
• CTO Recruitment Cambridge — Chief Technology Officer search
• CMO Recruitment Cambridge — Chief Marketing Officer (fractional and interim)
• Chairman Recruitment Cambridge — Board Chairman search
• Interim Executive Recruitment Cambridge — All interim C-suite
• Fractional Executive Cambridge — Part-time C-suite
• Private Equity Recruitment Cambridge
• Fractional Compliance Officer — SMF16 and SMF17 for regulated firms

Looking for a role? If you are an executive interested in Cambridge opportunities, please register with us and browse our current opportunities. Many of our searches are confidential and never advertised, so registering is the best way to be considered.

Sources and Further Reading

• GOV.UK — Oxford to Cambridge Growth Corridor (local growth functions formerly held by the Cambridgeshire LEP now sit with the Combined Authority’s Business Board)
• Cambridge Enterprise — University of Cambridge commercialisation and spinouts
• Institute of Directors — executive leadership and governance standards
• UK Private Capital (formerly BVCA) — private equity and venture capital in UK businesses
• ICAEW — professional standards for finance executives