{"id":140738,"date":"2025-07-01T09:19:50","date_gmt":"2025-07-01T09:19:50","guid":{"rendered":"https:\/\/www.frazerjones.com\/?p=140738"},"modified":"2025-07-16T08:45:48","modified_gmt":"2025-07-16T08:45:48","slug":"what-great-hr-executive-search-looks-like-a-cpos-perspective","status":"publish","type":"post","link":"https:\/\/www.frazerjones.com\/de\/hiring-advice\/leadership\/what-great-hr-executive-search-looks-like-a-cpos-perspective\/","title":{"rendered":"What great HR executive search looks like: a CPO\u2019s perspective"},"content":{"rendered":"\n
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In today\u2019s competitive talent landscape, HR executive search<\/a> is about more than filling roles, it\u2019s about building long-term partnerships that shape careers, organisations, and the future of work. Anna Tolhurst<\/a>, Chief People Officer (CPO) at Centaur Media, shares her journey from candidate to senior HR leader, and how Frazer Jones has supported her at every stage. From navigating complex briefs to hiring internationally, this interview offers a first-hand look at what makes a great executive search firm<\/a>, and why strategic partnerships matter in talent acquisition, HR leadership, and succession planning.<\/p>\n\n\n\n

To begin with, could you briefly introduce yourself and your current role?<\/h5>\n\n\n\n

I\u2019m currently Chief People Officer at Centaur Media. We provide business intelligence, learning, and consultancy across a portfolio of brands in the marketing and legal industries. <\/p>\n\n\n\n

I am responsible for both \u2018business as usual\u2019 in our global, listed organisation and leading a people transformation and change programme as we currently undertake a strategic review of our portfolio. This involves moving our organisational structure from a centralised to a decentralised, brand-specific model alongside business transaction activities across organisational design, leadership development, driving automation in HR operations and people change processes. <\/p>\n\n\n\n

Can you tell us how you first came across Frazer Jones, and how that relationship began?<\/h5>\n\n\n\n

I actually started out as a candidate, more years ago than I care to admit. I can\u2019t remember the exact moment we connected, but I do remember how helpful they were when I was first considering a move. I didn\u2019t have a clear idea of what kind of organisation or role would suit me, and they helped me think through that, not just where I could fit, but also where I probably wouldn\u2019t. That kind of honest, informed guidance made a lasting impression and helped shape my early HR career path.<\/p>\n\n\n\n

Over the years, Frazer Jones has supported you in multiple ways, including placing you into senior HR roles. Could you share a bit about those career moves and how we helped facilitate them?<\/h5>\n\n\n\n

They\u2019ve placed me in both permanent and interim roles, each with very different challenges. In some cases, the organisations were going through transformation and didn\u2019t yet have an established HR function. That\u2019s where Frazer Jones really added value, helping the client define what they actually needed and facilitating the kind of candid conversations that are essential when there\u2019s no in-house HR professional to guide the process. In fact, they also placed me in my current role as Chief People Officer at Centaur Media. Their consultants don\u2019t just fill roles, they help shape them, aligning talent with business strategy, change management goals, and broader talent strategy initiatives.<\/p>\n\n\n\n

At what point did that relationship evolve from being a candidate to becoming a hiring manager, and what made you choose to work with us when hiring for your own team?<\/h5>\n\n\n\n

I\u2019ve worked with Frazer Jones as a hiring manager several times. While I wouldn\u2019t say they\u2019re the only executive search firm I\u2019ve ever used (in the same way I own more than one pair of shoes!), I tend to turn to them when I\u2019m facing a particularly tricky brief. That might be a niche skill set, a hard-to-fill location, or an international role where I don\u2019t have deep knowledge of the local market. They\u2019ve helped me navigate all of those scenarios with insight, market acumen, and pragmatism. Whether it\u2019s a startup, a private equity-backed business, or a global enterprise, they\u2019ve shown a deep understanding of different organisational needs.<\/p>\n\n\n\n

What has stood out to you most when working with Frazer Jones on senior-level hiring?<\/h5>\n\n\n\n

What stands out is their ability to bring structure and clarity to complex hiring needs. They\u2019re not afraid to challenge assumptions, whether that\u2019s about the scope of the role, the budget, or the kind of profile that\u2019s likely to succeed. They also keep the recruitment process moving with regular updates, market insights, and clear communication, which is especially helpful when you\u2019re hiring at C-suite or CHRO level and need to keep multiple stakeholders aligned. Their track record in placing senior leaders who align with both the role and the company culture is a real differentiator.<\/p>\n\n\n\n

How would you describe our approach to executive search, particularly in terms of market knowledge, access to top talent, and long-term partnership?<\/h5>\n\n\n\n

One thing I\u2019ve always appreciated is how quickly they connect you with the right person, even if your initial contact isn\u2019t the best fit for the brief. That willingness to hand over to a colleague who\u2019s better placed to help, and to do so with care and attention, says a lot about their culture. It\u2019s a small gesture, but it reflects a broader commitment to partnership. They also take the time to understand you, not just your business, but your leadership style, your values, and even your quirks. I suspect my file says something like \u201clikes to travel, obsessed with cats\u201d alongside the usual career notes.<\/p>\n\n\n\n

That level of personalisation is what makes them a true partner in executive recruitment<\/a>, not just a provider. They also understand the importance of DEI and well-being in today\u2019s leadership landscape, and they bring those values into the search process.<\/p>\n\n\n\n

We\u2019ve supported you with global hiring needs in the past. Has our international reach and network helped you in your roles?<\/h5>\n\n\n\n

Definitely. I\u2019ve drawn on Frazer Jones‘ international network in a few different ways, from understanding local talent acquisition landscapes to sense-checking salary expectations. They\u2019ve helped me avoid both under- and over-shooting when it comes to compensation, and they\u2019ve been honest when my initial brief needed adjusting. That kind of local insight is invaluable when you\u2019re hiring in unfamiliar markets or building an executive team across regions. It\u2019s also helped us improve retention by ensuring we\u2019re bringing in leaders who are aligned with our values and long-term vision.<\/p>\n\n\n\n

When thinking about hiring at executive level, what do you believe sets a great search partner apart, and where does Frazer Jones fit into that picture?<\/h5>\n\n\n\n

A great executive search partner<\/a> is one who listens, challenges, and adapts. They don\u2019t just take a job description and run with it, they interrogate it, refine it, and help you think more strategically about what you really need. Frazer Jones does that consistently. They also bring a level of discretion and professionalism that\u2019s essential at senior leadership level. And because they know the human resources space so well, they\u2019re able to spot the subtle things, like cultural fit, leadership potential, or alignment with your company culture, that can make or break a hire.<\/p>\n\n\n\n

They also understand the importance of aligning talent with broader initiatives, such as succession planning, employee experience, and building high-performing teams that support your business goals.<\/p>\n\n\n\n

Looking ahead, why do you think it\u2019s valuable for HR leaders to build long-term relationships with executive search partners?<\/h5>\n\n\n\n

In human resources, you often find yourself switching roles, sometimes you\u2019re the candidate, sometimes the hiring manager. A long-term relationship means your search partner understands your strengths, your style, and your values. That makes for better matches on both sides. It also means you can have more honest conversations, about what\u2019s realistic, what\u2019s aspirational, and what\u2019s truly needed to support your HR strategy and deliver meaningful business outcomes. That kind of trust takes time to build, but it pays off in every search.<\/p>\n\n\n\n

And in a world where LinkedIn connections are easy to make but harder to turn into real partnerships, having a trusted advisor who understands your strategic HR priorities and acts as an extension of your team is invaluable.<\/p>\n\n\n\n

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Anna Tolhurst<\/strong>
Chief People Officer
Centaur Media PLC<\/h4>\n\n\n\n

Anna joined Centaur as Chief People Officer in August 2024 after 20 years in international businesses across a range of sectors including fintech, SaaS, retail, media, data and people services. During her career she has led the people agenda in change and transformation, mergers, acquisitions, integrations and organic expansion. She holds a Bsc in Business Psychology, MA in Human Resource Management and is a Chartered Fellow of the CIPD.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n

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