Board, CEO, and C-suite appointments
Structured searches from brief to acceptance, for appointments where the shortlist must be complete, defensible, and discreet.
Executive search →Talent, precisely placed.
Career Vantage Search places board members, C-suite executives, and senior professionals with employers in every major sector across the United States and Europe.
Every search is researched, led, and closed by one recruiter who specializes in the market concerned. Employers receive a shortlist they can defend. Candidates hear only about roles that fit their experience.
- Established2011
- FeesPaid by employers
- MarketsUnited States and Europe
- LinkedInCompany page →
01 — The firm
A specialist search firm, built on judgment.
Career Vantage Search was founded in 2011 to give employers a clearer view of the leadership market, and candidates a straighter account of the roles within it.
Today the firm recruits for listed companies, private equity–backed businesses, founder-led and family-owned firms, and nonprofit organizations across the United States and Europe, with a focus on board, C-suite, and senior appointments in financial services, technology, healthcare and life sciences, industrials, energy, real estate, consumer, and professional services.
The work rests on three things: a precise definition of what each role requires, rigorous research into the people who could fill it, and candid counsel to employers and candidates from the first conversation to the final offer.
Every engagement is handled with discretion. Candidate details are never shared without consent, and employer briefs are treated as confidential from the outset.
The appointments that matter most are rarely advertised. That is where the firm operates.
02 — Practice
Four disciplines. One standard.
Each discipline is led by recruiters who know the market, the employers within it, and the people worth approaching.
Technical and professional roles
Searches decided by market knowledge: who holds the expertise, and what it would take for them to move.
Specialist search →Roles that cannot be advertised
Replacements, new functions, and sensitive appointments. Run without job postings of any kind, with information shared strictly on a need-to-know basis.
Confidential search →Talent and compensation intelligence
Talent mapping, compensation benchmarking, and availability analysis, delivered within a search or as a standalone engagement.
Market insight →03 — Approach
Research before recommendation.
A strong appointment is rarely found by advertising. It is found by understanding the role, mapping the market, and approaching the right people with something worth considering.
Every engagement follows the Vantage Method. Six stages, adapted to the role, but never shortened.
Clients see the market map, not only the shortlist. The result is a shortlist an employer can defend, and a process a candidate can trust.
- 01
Mandate definition
The role profile, agreed in writing.
- 02
Market mapping
Every credible candidate, including those not looking.
- 03
Engagement
Direct and confidential approaches.
- 04
Assessment
Structured interviews against the agreed profile.
- 05
Shortlist and interviews
A written assessment of each candidate.
- 06
Offer and onboarding
Through the appointee’s first months in role.
04 — Principles
What the firm holds itself to.
- I
Precision
Every search begins with a written role profile. Every candidate is assessed against it.
- II
Discretion
Candidate details are never shared without consent. Confidential searches are run without job postings of any kind.
- III
Integrity
We advise candidly, including when a role is not the right fit. Analysis rather than advocacy.
- IV
Accountability
Each search is led by one recruiter from brief to acceptance. Both sides always know who is responsible.
05 — Employers and candidates
Two sides. One standard of conduct.
The firm acts for the employer. It owes every candidate candor and confidentiality.
For employers
A partner, not a supplier.
For a leadership hire, a specialist role with a small field, or a replacement that must be handled quietly.
- Role profile and success criteria
- Market map of credible candidates
- Shortlist with a written assessment of each person
- Regular progress reports and market feedback
- Offer management and onboarding support
For candidates
Considered, confidential, and candid.
Professionals hear from the firm about specific roles that fit their experience. Nothing more.
- Confidential from the first conversation
- A complete role briefing, compensation included
- Candid feedback after every interview
- No details shared without explicit consent
- Our service is free to candidates
06 — Placements
Selected placements.
Representative work, shared with permission. Where a client cannot be named, they are described by industry.
[[CONFIRM: role placed]]
Client: [[CONFIRM: client name, or “Confidential (industry) client”]]Brief to offer: [[CONFIRM: weeks]] weeksShortlist: [[CONFIRM: number]] candidates
- The mandate
- [[CONFIRM: what the client needed, in one or two sentences]]
- Outcome
- [[CONFIRM: outcome, facts only]]
[[CONFIRM: role placed]]
Client: [[CONFIRM: client name, or “Confidential (industry) client”]]Brief to offer: [[CONFIRM: weeks]] weeksShortlist: [[CONFIRM: number]] candidates
- The mandate
- [[CONFIRM: what the client needed, in one or two sentences]]
- Outcome
- [[CONFIRM: outcome, facts only]]
06 — Markets
Two markets. Deep sector coverage.
Specialist coverage in financial services, technology, healthcare and life sciences, industrials, energy, real estate, consumer, and professional services. Each market has its own employers, compensation norms, and employment terms. Our recruiters work within them daily.
US
United States
A fast-moving market. Compensation varies by city, sector, and structure, from base and bonus to equity.
- Cities and regions
- New York, Boston, Chicago, San Francisco, Los Angeles, Dallas, Houston, Atlanta, Miami, and Washington, D.C.
EU
Europe
Longer notice periods, country-specific terms, language requirements, and cross-border moves. Planned for from the outset.
- Cities and countries
- London, Paris, Frankfurt, Munich, Zurich, Amsterdam, Dublin, Madrid, Milan, and Stockholm
07 — Recruiters
The people behind every search.
Each recruiter specializes in a defined market and role type, and leads their searches personally.
Emmanuel O. Career
Board, CEO, and C-suite search
Serah Prowess O.
Specialist and senior professional search
George Collins
Senior professional and management placement
Zion Favour Praise
Executive career advisory and transitions
08 — Verification
Every recruiter, on record.
Each Career Vantage Search recruiter is listed in a public directory, with the only email address and social accounts they use.
If a message does not match the directory, do not reply. Write to the firm instead.
- Email is sent only from @careervantagesearch.com.
- Social contact comes only from accounts listed in the directory.
- Bank details, ID, and passwords are never requested by message.
09 — Contact
Speak with the firm.
For employers considering a search, professionals exploring a move, and anyone confirming a recruiter’s identity. Write to general@careervantagesearch.com.
Our service is free to candidates. Our fees are paid by employers.
Contact the firmAbout the firm
A search firm built on judgment.
Career Vantage Search advises employers on consequential appointments, and finds the people to fill them, across the United States and Europe.
01 — Overview
Who we are.
Career Vantage Search is a search firm specializing in board, C-suite, and senior appointments in financial services, technology, healthcare and life sciences, industrials, energy, real estate, consumer, and professional services.
We work with listed companies, private equity–backed businesses, founder-led and family-owned firms, and nonprofit organizations that need more than a stack of applications. They need an accurate view of the market, a candid assessment of who could succeed in the role, and a firm that can bring those people to the table.
Our recruiters are specialists. Each focuses on a defined sector and role type, and follows how compensation, demand, and expectations are changing within it.
That focus is what allows the firm to be precise.
02 — Our story
How the firm began.
Career Vantage Search was founded in 2011 on a simple observation: the appointments that matter most are rarely advertised, and the firms trusted to fill them too often present a list rather than a judgment.
Since then the practice has grown from executive search into board, specialist, and confidential search across the United States and Europe. The method has not changed. Research before recommendation, and candor on both sides.
03 — People
Named, and accountable.
Each search is led by one recruiter from brief to acceptance. Every recruiter is listed, with their official contact details, in the public directory.
Emmanuel O. Career
Board, CEO, and C-suite search
Serah Prowess O.
Specialist and senior professional search
George Collins
Senior professional and management placement
Zion Favour Praise
Executive career advisory and transitions
04 — Principles
What we hold ourselves to.
Precision
Every search begins with a written role profile: the outcomes expected, the experience that matters, and how success will be measured. Every candidate is assessed against it.
Discretion
Candidate details are never shared without consent, and employer briefs are treated as confidential from the outset. Confidential searches are run without job postings of any kind.
Integrity
We advise candidly, including when a role is not the right fit. Employers receive our full assessment of each candidate, and candidates hear the realities of each role.
Accountability
Each search is led by one recruiter from brief to acceptance. Employers and candidates always know who is responsible, and how to reach them.
05 — For employers
A partner, not a supplier.
Employers engage Career Vantage Search when an appointment matters: a leadership hire, a specialist role with a small field, or a replacement that must be handled quietly.
Each engagement begins with a detailed brief and an agreed role profile. From there, the lead recruiter maps the market, approaches and assesses candidates, and presents a shortlist with a written assessment of each person.
Throughout the search, clients receive regular progress reports, market feedback, and our candid view on compensation and candidate interest. Analysis rather than advocacy.
Engagements are offered on terms set for each mandate, agreed in writing before work begins.
The firm declines mandates it cannot serve well.
What we ask of clients
A search is only as sound as the brief and the access behind it. We ask four things in return.
- Direct access to the people making the decision
- Consolidated feedback within an agreed period of each interview
- Interview availability agreed at the outset
- Candor about anything that could affect the search
06 — For candidates
Considered, confidential, and candid.
Professionals hear from Career Vantage Search about specific roles that suit their experience. Every conversation is confidential, and no details are shared with an employer without explicit consent.
Candidates receive a full briefing on the employer, the role, and the compensation range before deciding whether to proceed. Each interview is followed by candid feedback.
Our service is free to candidates. Our fees are paid by employers.
07 — Company record
The firm on record.
The details below can be checked independently.
- Address
- [[CONFIRM: office address]]
- Established
- 2011
- Company page →
08 — Contact
Speak with the firm.
For employers considering a search, professionals exploring a move, and anyone confirming a recruiter’s identity. Write to general@careervantagesearch.com.
Our service is free to candidates. Our fees are paid by employers.
Contact the firmOur practice
Search and advisory for consequential roles.
Four disciplines, one standard: a precise brief, rigorous research, and candid advice at every stage.
01 — Disciplines
Four disciplines, one standard.
Board, CEO, and C-suite appointments.
Board and leadership appointments shape an organization for years. They warrant a search that is complete, discreet, and defensible.
Our executive search practice handles board, CEO, C-suite, and senior appointments for employers in financial services, technology, healthcare and life sciences, industrials, energy, real estate, consumer, and professional services. Each search is led by one specialist recruiter and run as a structured engagement, from the first briefing to the appointee’s first months in role.
We map the full market of credible candidates, including those who are not looking. Each is assessed against the agreed role profile before a shortlist is presented.
Technical and professional roles.
Some roles are defined by rare expertise. Filling them depends on knowing exactly who holds it.
Our specialist search practice focuses on professional and technical roles where the field of qualified candidates is small and closely held.
Our recruiters follow these communities continuously: who has the relevant experience, what they are working on, and what it would take for them to consider a move.
Roles that cannot be advertised.
When an appointment is sensitive, discretion is not a feature of the search. It is the search.
Confidential searches cover replacements of current post-holders, newly created functions, and appointments that would be commercially sensitive if made public.
These searches are run without job postings of any kind. The employer’s identity is disclosed to candidates only at the appropriate stage and, where required, under a non-disclosure agreement.
Talent and compensation intelligence.
A sound hiring decision starts with an accurate picture of the market.
Our market insight work gives employers a clear view of talent availability, competitor organization structures, and prevailing compensation before they commit to a hire or a strategy.
It is delivered within a search or as a standalone engagement. Findings are presented as evidence, not as a case for hiring.
02 — The Vantage Method
How every search is run.
Research before recommendation. Every engagement follows the same six stages, adapted to the role but never shortened.
- 01
Mandate definition
A detailed briefing with the hiring team to agree the role profile: responsibilities, outcomes, essential experience, compensation parameters, and how success will be measured. The profile becomes the standard for every decision that follows.
- 02
Market mapping
We identify the organizations, teams, and individuals that match the profile, and build a market map of credible candidates, including those who are not looking. The map is shared with the client. Nothing is advertised.
- 03
Engagement
Candidates are approached directly and confidentially. Each receives enough context to decide whether to proceed, and no more than the brief permits.
- 04
Assessment
Interested candidates are assessed through structured, competency-based interviews against the agreed profile. Motivation, compensation expectations, and references are verified.
- 05
Shortlist and interviews
The client receives a shortlist with a written assessment of each candidate. The assessment is evidence, not advocacy. We coordinate interviews and relay feedback in both directions.
- 06
Offer and onboarding
We manage the offer, including compensation, notice periods, and counteroffers. We remain in contact with both parties through the appointee’s first months in role.
03 — For candidates
What candidates can expect.
Professionals who speak with Career Vantage Search can expect a confidential conversation, a full briefing on the role and the compensation range before any decision is made, and candid feedback after every interview.
A candidate’s details are never shared with an employer without explicit consent. Our service is free to candidates. Our fees are paid by employers.
- Confidential from the first conversation
- A complete role briefing, compensation included
- Interview preparation and feedback
- Guidance through the offer and resignation
04 — Questions
Before a search begins.
How is a search engaged?
On written terms agreed before any work begins. Career Vantage Search works on terms agreed for each mandate.
What is the difference between retained and contingent search?
In a retained search, one firm is engaged exclusively and its fee is paid in stages as the search progresses. In a contingent search, a fee is due only on placement, and several firms may work the same role. The difference shows in the depth of research and the completeness of the shortlist.
What does a search cost?
Fees are paid by the employer and confirmed in writing before the search begins. Retained search is typically priced at about one-third of the role’s estimated first-year compensation, paid in stages as the search progresses.
How long does a search take?
It depends on the role and the market. A typical mandate reaches a shortlist in three to six weeks and a signed offer in three to six months. European notice periods can extend the start date.
How is confidentiality maintained?
Confidential searches are run without job postings of any kind. The employer is disclosed to candidates in stages, under a non-disclosure agreement where required. Candidate details are never shared without consent.
Can one search cover the United States and Europe?
Yes. Cross-border searches are planned from the outset for differences in compensation structure, employment terms, notice periods, and relocation.
Do candidates pay a fee?
No. Our service is free to candidates. Our fees are paid by employers. Anyone asking a candidate for payment in the firm’s name should be reported to executive@careervantagesearch.com.
05 — Contact
Speak with the firm.
For employers considering a search, professionals exploring a move, and anyone confirming a recruiter’s identity. Write to general@careervantagesearch.com.
Our service is free to candidates. Our fees are paid by employers.
Contact the firmSectors and markets
Two markets. Deep sector coverage.
Career Vantage Search recruits across the United States and Europe, with specialist coverage in financial services, technology, healthcare and life sciences, industrials, energy, real estate, consumer, and professional services.
01 — United States
Recruiting across the United States.
The firm recruits for employers across the United States, from the major metropolitan markets to fully remote roles.
The U.S. market moves quickly. Compensation varies by city, sector, and structure, from base salary and bonus to equity and long-term incentives.
Our recruiters work with these variables daily, and advise clients and candidates on what a competitive offer looks like.
- New York, Boston, and the Northeast
- Chicago and the Midwest
- San Francisco, Los Angeles, and Seattle
- Dallas, Houston, and Austin
- Atlanta, Miami, and the Southeast
- Washington, D.C.
- Remote and hybrid roles
Industries: financial services, technology, healthcare and life sciences, industrials, energy, real estate, consumer, and professional services
02 — Europe
Recruiting across Europe.
In Europe, the firm recruits for employers in the United Kingdom, the European Union, Switzerland, and the Nordics.
European hiring brings its own considerations: longer notice periods, country-specific employment terms, language requirements, and cross-border moves.
Our recruiters plan for these from the outset, so that offers are realistic and start dates hold.
- London and the United Kingdom
- Paris and France
- Frankfurt, Munich, and Zurich
- Amsterdam, Brussels, and the Benelux
- Dublin and Ireland
- Madrid, Milan, and Southern Europe
- Stockholm, Copenhagen, and the Nordics
- Cross-border appointments
Industries: financial services, technology, healthcare and life sciences, industrials, energy, real estate, consumer, and professional services
03 — Sectors
Sector specialists.
Our recruiters are organized by sector. Each search is led by someone who already knows the employers, the roles, and the people.
Banking, insurance, and asset management.
Regulation, risk, and the move to digital products shape most senior hiring in the sector. The candidates who matter are usually employed, closely held, and bound by long notice periods and deferred compensation.
Typical roles: Chief Financial Officer, Chief Risk Officer, Head of Compliance, Managing Director
Software, data, and AI.
Employers are reshaping leadership roles around AI, data, and security. Compensation often includes equity, which shapes how and when candidates move.
Typical roles: Chief Technology Officer, Chief Information Security Officer, Head of Data and AI, VP Engineering
Development, infrastructure, and property.
Hiring outlooks in the sector are among the strongest globally. Senior appointments turn on delivery record, project scale, and command of local regulation.
Typical roles: Chief Executive Officer, Chief Operating Officer, Development Director, Head of Construction
Providers, pharmaceuticals, devices, and health technology.
Clinical, regulatory, and commercial leadership are rarely found in one person. Senior candidates weigh mission and pipeline as closely as compensation.
Typical roles: Chief Medical Officer, Chief Commercial Officer, Head of Regulatory Affairs, General Manager
Manufacturing, supply chain, and engineering.
Automation, reshoring, and supply-chain resilience are reshaping operating leadership. Appointments turn on plant, program, and transformation record.
Typical roles: Chief Operating Officer, Chief Supply Chain Officer, Plant Director, VP Engineering
Power, renewables, utilities, and transport.
The energy transition calls for leaders who combine engineering depth with capital discipline. Regulation and permitting differ sharply between markets.
Typical roles: Chief Executive Officer, Chief Financial Officer, Head of Project Development, Managing Director
Brands, retail, hospitality, and e-commerce.
Growth now depends on digital channels, data, and supply chain as much as on brand. Leaders who have run both stores and platforms are scarce.
Typical roles: Chief Executive Officer, Chief Marketing Officer, Chief Digital Officer, Managing Director
Consulting, legal, accounting, and advisory.
Partner-level moves depend on portable relationships, reputation, and timing. Discretion matters here as much as anywhere.
Typical roles: Managing Partner, Practice Leader, Chief Operating Officer, General Counsel
04 — Contact
Speak with the firm.
For employers considering a search, professionals exploring a move, and anyone confirming a recruiter’s identity. Write to general@careervantagesearch.com.
Our service is free to candidates. Our fees are paid by employers.
Contact the firmSelected placements
Representative work.
Case studies are published only with the client’s written permission. Where a client cannot be named, they are described by industry. Candidates are never identified.
01 — Placements
Recent searches.
[[CONFIRM: role placed]]
Client: [[CONFIRM: client name, or “Confidential (industry) client”]]Brief to offer: [[CONFIRM: weeks]] weeksShortlist: [[CONFIRM: number]] candidates
- The mandate
- [[CONFIRM: why the role existed and what the client needed]]
- The challenge
- [[CONFIRM: what made the search difficult]]
- Our approach
- [[CONFIRM: how the search was run]]
- Outcome
- [[CONFIRM: outcome, facts only]]
[[CONFIRM: role placed]]
Client: [[CONFIRM: client name, or “Confidential (industry) client”]]Brief to offer: [[CONFIRM: weeks]] weeksShortlist: [[CONFIRM: number]] candidates
- The mandate
- [[CONFIRM: why the role existed and what the client needed]]
- The challenge
- [[CONFIRM: what made the search difficult]]
- Our approach
- [[CONFIRM: how the search was run]]
- Outcome
- [[CONFIRM: outcome, facts only]]
[[CONFIRM: role placed]]
Client: [[CONFIRM: client name, or “Confidential (industry) client”]]Brief to offer: [[CONFIRM: weeks]] weeksShortlist: [[CONFIRM: number]] candidates
- The mandate
- [[CONFIRM: why the role existed and what the client needed]]
- The challenge
- [[CONFIRM: what made the search difficult]]
- Our approach
- [[CONFIRM: how the search was run]]
- Outcome
- [[CONFIRM: outcome, facts only]]
[[CONFIRM: role placed]]
Client: [[CONFIRM: client name, or “Confidential (industry) client”]]Brief to offer: [[CONFIRM: weeks]] weeksShortlist: [[CONFIRM: number]] candidates
- The mandate
- [[CONFIRM: why the role existed and what the client needed]]
- The challenge
- [[CONFIRM: what made the search difficult]]
- Our approach
- [[CONFIRM: how the search was run]]
- Outcome
- [[CONFIRM: outcome, facts only]]
02 — In their words
From clients and candidates.
“[[CONFIRM: quote, max 40 words]]”
“[[CONFIRM: quote, max 40 words]]”
“[[CONFIRM: quote, max 40 words]]”
01 — Clients
The employers we serve.
Organizations are named only with their written permission. Otherwise, we describe them by type.
Listed companies
Chief Executive Officer, Chief Financial Officer, board directors
Private equity–backed businesses
Chief Executive Officer, Chief Financial Officer, operating partners
Founder-led and family-owned firms
First external Chief Executive Officer, Chief Operating Officer, board advisors
Nonprofit and public-interest organizations
Executive Director, Chief Financial Officer, trustees
02 — Contact
Speak with the firm.
For employers considering a search, professionals exploring a move, and anyone confirming a recruiter’s identity. Write to general@careervantagesearch.com.
Our service is free to candidates. Our fees are paid by employers.
Contact the firmOur recruiters
The people behind every search.
Each recruiter specializes in a defined sector and market, and leads every search they take on from brief to acceptance.
01 — Recruiters
Specialists, by sector and market.
Official email addresses and social accounts for every recruiter are published on the verification page. No other channel is used.
Emmanuel O. Career
Leads Career Vantage Search and its executive search practice. Handles board, CEO, and C-suite mandates for employers across the United States and Europe. Every search begins with a written role profile and ends with a shortlist the client can defend.
- Specialism
- Board, CEO, and C-suite search
- Sectors
- Cross-sector
- Markets
- United States and Europe
- Languages
- English
Serah Prowess O.
Leads talent acquisition across the firm’s specialist and senior professional searches. Runs candidate research, first approaches, and structured assessment against each role profile. Works with candidates from the first conversation to the offer.
- Specialism
- Specialist and senior professional search
- Sectors
- Cross-sector
- Markets
- United States and Europe
- Languages
- English
George Collins
Places senior professionals and managers with employers across the United States and Europe. Runs candidate research, introductions, and interview coordination for each placement. Keeps candidates informed from the first conversation to the offer.
- Specialism
- Senior professional and management placement
- Sectors
- Cross-sector
- Markets
- United States and Europe
- Languages
- English
Zion Favour Praise
Advises executives and senior leaders considering their next move. Prepares candidates for interviews, compensation discussions, and resignations, and supports them through their first months in a new role. Advice is candid, including when a role is not the right fit.
- Specialism
- Executive career advisory and transitions
- Sectors
- Cross-sector
- Markets
- United States and Europe
- Languages
- English
02 — Contact
Speak with the firm.
For employers considering a search, professionals exploring a move, and anyone confirming a recruiter’s identity. Write to general@careervantagesearch.com.
Our service is free to candidates. Our fees are paid by employers.
Contact the firmContact
Contact the firm.
For employers considering a search, professionals exploring a move, and anyone confirming the identity of a recruiter.
01 — Inquiries
How to reach us.
Every inquiry receives a reply within two business days. Correspondence is treated as confidential.
Employers
To discuss a search, a confidential appointment, or a market insight engagement.
Candidates
To speak with a recruiter about a move, or to follow up on a conversation. Our service is free to candidates.
Individual recruiters
Each recruiter’s official address is listed in the recruiter directory.
support@careervantagesearch.com
02 — Office
Office.
- Address
- [[CONFIRM: office address]]
03 — Verification
Confirming a recruiter.
If you have been contacted by someone who says they represent Career Vantage Search, confirm their identity against the official directory before you reply.
Email is sent only from @careervantagesearch.com.
01 — Verify
Recruiter verification.
Confirm that a recruiter is affiliated with Career Vantage Search before you reply.
- 01
Locate the recruiter in the directory below.
- 02
Confirm that the email address or social handle matches exactly.
- 03
If in doubt, do not reply. Write to general@careervantagesearch.com with a screenshot. We respond within two business days.
Our contact standards
- Email. Sent only from @careervantagesearch.com.
- Social. Only from accounts listed in this directory.
- Documents. Bank details, ID, and passwords are never requested by message.
02 — Directory
Recruiter directory.
Recruiters use only the channels listed on their card. Updated October 2026.
Verified recruiter
Emmanuel O. Career
Board, CEO, and C-suite search
Verified recruiter
Serah Prowess O.
Specialist and senior professional search
Verified recruiter
George Collins
Senior professional and management placement
Verified recruiter
Zion Favour Praise
Executive career advisory and transitions
03 — Contact
Further assistance.
Write to general@careervantagesearch.com. For suspected impersonation, contact executive@careervantagesearch.com.
Privacy
Privacy notice.
How Career Vantage Search handles the information of candidates, clients, and correspondents. Last updated October 8, 2026.
01 — Controller
Who holds your data.
Career Vantage Search is the controller of the personal data described in this notice.
Questions about this notice, or requests about your data, may be sent to general@careervantagesearch.com.
02 — Information
What we hold, and why.
We hold contact details, career history, qualifications, compensation information, interview notes, references, and correspondence. It comes from you, from referees you name, and from public professional sources.
We use it to identify and assess candidates for specific roles and to manage searches for clients. The lawful bases are our legitimate interests, steps taken at your request before a contract, legal obligations, and your consent where it is required, including before your details are shared with an employer.
03 — Sharing
Who sees it.
Candidate details are never shared with an employer without consent.
Other recipients are limited to service providers acting on our instructions. Transfers between Europe and the United States are made only under safeguards recognized by applicable data protection law.
04 — Retention
How long it is kept.
Candidate records are kept for up to three years after our last contact with you, unless you ask us to delete them sooner. Client records are kept for as long as legal, tax, and accounting obligations require.
05 — Your rights
Access, correction, and deletion.
Under the GDPR and UK GDPR you may request access to, correction, or deletion of your data, restrict or object to its use, ask for a portable copy, and withdraw consent at any time. You may also complain to your data protection authority. Residents of U.S. states with privacy laws, including California, may request access, correction, or deletion, and will not be treated differently for doing so.
Requests may be sent to general@careervantagesearch.com.
Terms
Terms of use.
The terms that govern use of this website. Last updated October 8, 2026.
01 — This website
Use of the site.
This site provides general information about Career Vantage Search and its services. Nothing on it is an offer of employment or an agreement to provide services. Its content may not be reproduced without permission, and links to other sites are provided for convenience only.
02 — Services
Engagements with the firm.
Client engagements are governed by separate written terms agreed before a search begins.
Our service is free to candidates. Our fees are paid by employers.
03 — Governing law
Jurisdiction.
These terms are governed by the laws of the jurisdiction in which Career Vantage Search is established, and its courts have jurisdiction over any dispute.