Boyan Leighton
Executive Talent Consultant
New York
Boyan works on executive talent search mandates where the appointment carries consequence — and stays personally accountable from briefing through the first year in seat.
Background
Boyan advises boards and executive teams on senior appointments where the hire shapes the direction of the business. He leads searches from brief to offer with disciplined market research, candid assessment, and close engagement of both clients and candidates — building shortlists on evidence rather than availability. Based in New York, Boyan works across Financial Services, Professional Services, Technology and Industrial, and is trusted with mandates where discretion matters as much as reach.
How I work
Every engagement begins with a conversation about the organization, not the vacancy — what the next two years demand, what the last appointment taught you, and what the team around this role can absorb. Boyan maps the market before naming a candidate, tests evidence rather than impressions, and puts forward only people whose case can be argued in detail. When the honest answer is that a preferred candidate is not ready, you will hear it early.
What clients can expect
Direct access to Boyan throughout — no handover to a junior team after the pitch. Weekly written progress, a documented assessment for each finalist, calibrated market feedback on your proposition, and continued contact through onboarding and the first performance review. Confidentiality is managed as a design constraint, not an afterthought.
For candidates
Boyan treats every conversation as a long relationship rather than a transaction. You will be told what the role genuinely is, what the organization is not yet good at, and where the risk sits for you. Feedback is given plainly and promptly, whether or not a process moves forward, and interest is never manufactured to fill a shortlist.
Expertise
Executive Talent Search, Leadership Hiring and Succession Planning. Boyan contributes to the firm's appointment quality review, where every shortlist is challenged internally before it reaches a client.
“The appointment is only successful if it is still working a year later. That is the standard Boyan measures against.”
Boards and chief executives return to Boyan because the counsel is candid, the process is documented, and the person who wins the work is the person who does it.
Have a critical appointment ahead?
When the appointment matters, the search should begin with a conversation.