Strategic Insight. Leadership Knowledge.
The SILK Group partners with CEOs and HR Chiefs in fashion and luxury to secure senior talent and build leadership benches, using reality-checked search and live market intelligence.
who we work with
We work with senior leaders shaping the future of fashion and luxury.
Ensuring the right leadership is in place for their business now, and for what comes next.
We are engaged at moments that matter: when growth, change, or transformation is underway, and when the quality of leadership will determine the outcome.
This is not about more CVs with the right brand names. It is about securing the right leaders, in the right roles - who deliver real business impact.
The Hiring Challenge
Even with an established in-house Talent team and existing search partners, the same pressures often surface:
Constant urgency, limited results
The business is asking:
“Why aren’t we seeing the right people?”
“Why is this taking so long?”
No visible leadership pipeline
Each senior hire feels like a fresh emergency.
There is no mapped market, no ready bench — only another urgent process.
Risk of another mis-hire
Senior leaders begin to question whether Talent truly understands what the business needs — and start looking elsewhere for answers.
credibility under strain
The high cost of getting it wrong — culturally, commercially, and reputationally.
Beneath all of this sits a quieter concern:
“Am I genuinely in control of our leadership talent — or simply reacting to it?”
the silk group difference
We move organisations from pressure and uncertainty to clarity and control.
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Roles are defined with precision — and delivered accordingly.
As one client put it:
“With THE SILK GROUP, time invested upfront creates absolute precision later. I receive exactly what is briefed — without delay.” -
Operational updates are replaced by earlier, more strategic conversations:
“We’re considering this move — what kind of leader will we need?” -
With live talent maps and clear succession options, appointments become structured and intentional rather than reactive.
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Decisions are made from strong, well-argued shortlists — not the “best of a weak set of options.”
our approach
The SILK 4C Method
Our work is guided by a disciplined, repeatable framework designed to bring clarity, connection, confidence, and continuity to senior hiring.
01. CLARITY
Everyone agrees what “right” looks like — before time is wasted.
We align all decision-makers at the outset, so the search begins from a shared, realistic position.
This includes:
Aligned brief — CEO, CPO, and hiring leaders agree on outcomes, not just a job description
Market reality check — role scope, seniority, and compensation calibrated against live market data
Non-negotiables vs flex — clarity on what must be true, and what can adapt
Decision rules — a clear understanding of what will secure internal approval, and what will block a hire
03. CONfidence
Access to the real market — handled discreetly – and informed, confidential access to senior talent, without unnecessary noise or risk.
This includes:
True market visibility — insight into who is strong, who is movable, and who may be over- or under-rated
Relevant reach — fashion and luxury leaders first, with selective adjacent talent only where it meaningfully raises calibre
Discreet engagement — quiet, considered outreach that protects your brand and internal dynamics
Positioning that lands — opportunities framed accurately so the right leaders lean in
02. CONNECTION
Every recommendation is supported by clear rationale — not optimism.
This includes:
Shortlists with reasoning — why each individual is included, with risks stated plainly
Candid assessment — strengths, gaps, and specific areas to probe in interview
Transparent process — steady communication, early calibration, and no “big reveal” moments
Risk control — referencing that tests claims, with offer and counter-offer risk actively managed
04. CONTINUITY
No need to start from zero every time.
Our work compounds — building long-term advantage, not one-off outcomes.
This includes:
Living talent maps — market intelligence that remains current beyond a single assignment
Bench strength — visible succession options and “next role” readiness, not just one hire
Post-start follow-up — reducing early failure risk and protecting the appointment
Compounding partnership — each search, mapping, or interim assignment increases future speed and accuracy
The result: senior hiring that is measured, defensible, and increasingly predictable.
services
what we deliver
Executive Search
Senior and C-suite appointments within fashion and luxury, including adjacent-sector leaders who bring fresh thinking without compromising brand integrity.
Talent Mapping & Market Intelligence
Live views of senior talent across your category and key geographies — supporting succession planning and reducing time-to-hire for critical roles.
Interim & Consultancy Leadership
Experienced interim leaders and specialist consultants who can step in quickly to support transformation, market entry, or periods of change.
If senior talent is limiting what your brand can achieve, let’s talk.
A brief, focused conversation to understand:
Where senior hiring is currently falling short
Which roles or teams are holding back growth or transformation
Whether SILK is the right partner to support you.