Why Vellaris

Intelligence before introduction.

This page is our trust centre: how we work, what we commit to, and the evidence on which we ask to be judged.

Our difference

Five commitments that shape every mandate

Precision: Defined criteria, documented coverage, and shortlists that can withstand board-level scrutiny.
Intelligence: Research and market analysis inform the brief before the first approach is made.
Discretion: Confidential mandates handled with controlled information flow and disciplined process.
Judgment: Senior consultants who advise on trade-offs rather than advocate for a preferred candidate.
Partnership: Long-term relationships measured by appointment performance, not placement volume.

Standards

Published standards of practice

Coverage transparency
Clients see the full market map, not only the shortlist, and may interrogate coverage before approaches begin.
Evidence-based assessment
Structured interviewing and referencing against agreed criteria. Findings are reported as evidence, including risks.
Confidentiality by design
Controlled information flow, named access, and candidate protection at every stage of the mandate.
Conflict discipline
We decline mandates where off-limits obligations or conflicts would compromise the quality of the search.
Diversity of consideration
Search parameters deliberately include adjacent markets and under-considered pools; representation is reported, not claimed.
Post-appointment accountability
Scheduled reviews with client and appointee. We measure appointment performance, not placement volume.

Perspectives

What clients and candidates say

Each perspective is published with the authorisation of the individual and, where named, their organization.

Engagement rating

4.9 / 5

Average of 16 authorised client and candidate ratings collected at the close of each engagement.

Client perspective5.0 / 5Rated 5.0 out of 5
“Vellaris arrived with a map of the market before they arrived with a name. That sequence changed the quality of our board discussion entirely.”
Marianne ChevalierBoard Chair · Northbank Financial Group
Client perspective4.9 / 5Rated 4.9 out of 5
“They told us plainly that our preferred internal candidate was two years from ready, and showed the evidence. It was not what we wanted to hear, and it was right.”
David OkonjoChief Executive Officer · Meridian Industrial Holdings
Candidate perspective5.0 / 5Rated 5.0 out of 5
“I was not looking to move. The approach was discreet, specific, and respectful of my position — which is why I took the call at all.”
Elena VasquezChief Technology Officer · Appointed 2025
Client perspective4.8 / 5Rated 4.8 out of 5
“Our regulator asked how the appointment was made. We handed over the coverage evidence and the assessment record without editing a line.”
Peter LindgrenChair, Nomination Committee · Baltic Mutual Insurance
Client perspective4.9 / 5Rated 4.9 out of 5
“The shortlist contained two people we would never have found and one we had dismissed too early. All three were credible.”
Anika RoyGroup HR Director · Solstice Consumer Brands
Candidate perspective5.0 / 5Rated 5.0 out of 5
“They spent an hour understanding what I would not compromise on before describing the role. That saved both sides three months.”
Marcus FeldChief Financial Officer · Appointed 2024
Client perspective4.7 / 5Rated 4.7 out of 5
“Nine days from losing our CFO to having a capable one in the building. The refinancing never wobbled.”
Grace HollinsOperating Partner · Ravenscourt Capital
Client perspective4.9 / 5Rated 4.9 out of 5
“Vellaris was the only firm that asked about our clinical strategy before asking about the salary band.”
Dr. Yusuf KarimChief Executive Officer · Halcyon Therapeutics
Candidate perspective5.0 / 5Rated 5.0 out of 5
“I was unsuccessful at final stage and still received a two-page debrief with specific development feedback. I have referred three colleagues to them since.”
Ingrid SørensenManaging Director · Candidate, 2025 mandate
Client perspective4.8 / 5Rated 4.8 out of 5
“Their board skills matrix work reshaped our succession plan before we appointed anyone. The search was almost the smaller part of the value.”
Charles WhitmoreSenior Independent Director · Cavendish Utilities
Candidate perspective4.9 / 5Rated 4.9 out of 5
“Our first-100-day plan was written before I signed. Six months in, we are still using it in my reviews with the chair.”
Laura BennettChief Operating Officer · Appointed 2025
Client perspective4.6 / 5Rated 4.6 out of 5
“We asked for a market map, not a search. They delivered analysis good enough that we restructured the role and then hired against it.”
Sanjay MehtaGroup Strategy Director · Auravance Telecom
Client perspective5.0 / 5Rated 5.0 out of 5
“Confidentiality held for the entire process. Nothing reached the market until we announced, which for a listed company is not a small thing.”
Beatrice AlmeidaGeneral Counsel · Ferronova Metals
Client perspective4.8 / 5Rated 4.8 out of 5
“Three appointments in two years, all still in post and performing. That is the only measure I care about.”
Tom SandbergChief Executive Officer · Northwind Logistics
Candidate perspective4.9 / 5Rated 4.9 out of 5
“They represented my situation to the board accurately, including the concerns. Starting a role with nothing hidden is worth a great deal.”
Fatima NasserHead of Renewables · Appointed 2024
Client perspective5.0 / 5Rated 5.0 out of 5
“The weekly coverage report meant we always knew where the search stood. No theatre, no surprises at week ten.”
Robert YeungChief People Officer · Lumen Health Systems