Our Process
From mandate to shortlist in approximately two weeks.
A structured intake and two-sided onboarding process. No discovery calls. Introductions made only when both sides are ready.
How it works
Four steps, no blind spots.
Intake, onboarding, eligibility clarity, and shortlist delivery — run as a structured cadence that eliminates the gaps most searches stall in.
Mandate intake
A structured working session to surface scope, governance context, success criteria, and the specific gaps the role must fill. Not a briefing document — a working session.
Two-sided onboarding
Candidates clarify their availability, range, and mandate preferences. Companies refine their criteria. Both sides reach the introduction with enough context to move quickly.
Eligibility clarity
Before any introduction is made: fit is confirmed, availability is verified, and the company can evaluate the candidate against their success criteria. No discovery calls.
Shortlist delivery
Typically begins within approximately two weeks of intake confirmation. Introductions are orchestrated with clear expectations on scheduling, confidentiality, and next steps.
What the intake session surfaces
One working session.
Not a briefing document.
Most companies have this information. The intake session articulates it in a form a search can act on.
Introductions should only happen when both sides have enough information to say yes or no quickly. Everything before that is alignment work.
By the numbers
~2 wks
from intake to first shortlist
0
discovery calls — ever
100%
eligibility confirmed before introduction
What intake surfaces
Why it works
One structured conversation upfront.
The intake step may feel more intensive than you are used to. That is deliberate. The depth of information gathered at intake is what allows the rest of the process to move quickly.
Without intake, searches stall.
Most searches slow between introduction and decision — not because of candidate quality, but because neither side had enough information to evaluate quickly. Intake eliminates that lag.
The intake replaces back-and-forth.
Questions that typically surface in the first two or three candidate meetings are answered before introductions happen. The first meeting can open on decision-relevant conversation.
Onboarding runs in parallel.
While intake aligns the company, onboarding works with candidates — confirming availability, mandate preferences, and market context. Both sides arrive at the introduction ready.
Common questions
What to expect.
- How long does a board or executive search take?
- Fusio's structured process typically delivers a first shortlist within approximately two weeks of mandate intake confirmation. The intake session itself is usually 60–90 minutes.
- Do candidates go through discovery calls?
- No. Fusio confirms candidate eligibility, availability, and fit before any introduction is made. The first meeting between company and candidate opens on decision-relevant conversation — not introductory context.
- What happens during the mandate intake?
- The intake is a structured working session — not a briefing document — that surfaces scope of role, governance context, success criteria, specific gaps, and time commitment expectations. Both sides leave with clarity before any search activity begins.
- Is the search process confidential?
- Yes. Company names are withheld until both sides confirm fit. Candidate information is shared only with the hiring company. All discussions are conducted on a confidential basis throughout.
- What types of roles does Fusio place?
- Fusio places independent board directors, committee chairs (audit, nominating, compensation, risk), C-suite executives (CEO, CFO, CTO, COO), VP-level leadership, and advisory board members. Coverage spans seed-stage through public company across 21+ countries.
Start your search
Ready when you are.
Most searches begin with a 20-minute intake call. No pitch deck, no proposal — just scope.
