Your CEO succession partner

Ensuring that the right CEO is leading the company is one of the most important responsibilities of a board.

 

We have over 70 years experience working with some of the world’s most ambitious companies helping them to deliver effective CEO Succession.

We’d be happy to hear more about your CEO succession needs and how we can partner with you to achieve your goals.

Simply complete the form below, or scroll to the bottom of the page to contact one of our CEO Succession team.

Our CEO Succession Services

Board Alignment Icon

Board Alignment

We align your board members on the company’s vision, strategy, and challenges, and the implications for what is needed in the future CEO.

Profile Creation Icon

CEO Profile

We develop the optimum candidate profile to ensure your next CEO has the skills and capabilities to meet the future needs of your company.

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Assessment

We assess your potential candidates (internal and external) using our Winning Formula methodology, and provide feedback on each candidate’s fit, readiness, strengths, and gaps.

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Minimize Bias

We help you ensure that key stakeholders view the process as fair with minimal bias while delivering the best possible outcome.

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Candidate Development

Once we have identified viable potential candidates, we help you to develop these individuals so that they are ready when the time comes to transition into the CEO role.

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Transition Management

When you’ve chosen your next CEO, we help you to minimize the risks associated with the transition including talent retention of unsuccessful candidates.

Why work with RHR?

Global Expertise
We have worked with thousands of boards and CEOs across all sectors globally
We 'do' difficult
We have experience working on the toughest CEO succession assignments
We start where you need us
From long-term strategic succession planning to short-term emergency needs, we have the experience and expertise to help you at every stage in your CEO succession process
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The importance of
CEO succession planning

Demonstrates sound corporate governance

A well-run CEO succession demonstrates to investors, customers, and employees that the board takes its responsibilities seriously, building the reputation of the company and its board.

Enables a smooth transition

 

A well-designed process enables a smooth transition of leadership. It allows the company to prepare for the new leader and maximizes the retention of unsuccessful candidates.

Increases the company’s capacity to deliver

A robust approach to CEO succession increases the company’s capacity to deliver performance in a rapidly
changing landscape and creates a competitive advantage.

Ensures a future-focus

A well-run CEO succession process enables the company to look beyond the current CEO’s tenure, anticipate what is needed moving forward, and equip the next leaders to successfully navigate a rapidly evolving external landscape.

Mitigates risk

 

An effective succession plan ensures that the company is prepared for any eventuality and reduces the risk of poorly managed transitions, instability, or business decline. This preparedness is essential in today’s volatile business environment.

Ensures the right person
for the job

A robust process allows the board and the company to identify, develop, and select the best candidate, ensuring that the next CEO has the capabilities to lead the company and drive its success.

Get in touch

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David Morgenbesser

Head of Sales, Advisory Services

+1 954 729 1140

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Deb Rubin

Senior Partner and Head of Board & CEO Services


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Julie Wolfe

Senior Partner

Eastern Region (4)

Guy Beaudin, MBA, Ph.D.
Senior Partner and Region Lead – Canada

Discover More

Assessment

Optimize your leadership pipeline.

Use data-driven insights for talent decisions →

Development

Build scalable leaders.

Accelerate growth and unlock potential →

Teams

Build high-performing teams.

Build trust and alignment →

Board, CEO & Founder

Set the tone from the top.

Master the C-suite to cultivate success →

Diversity, Inclusion & Belonging

Create an inclusive organization.

Evolve the culture →