Critical Roles Demand More Than Good Instincts

FAWIN brings evidence, structure, and accountability to hiring decisions where failure isn't an option—and second chances aren't given.

Specialist recruitment for boards, investors, and executive leaders who require hiring to be defensible, repeatable and outcome-validated.

Critical Roles Demand More Than Good Instincts

FAWIN brings evidence, structure, and accountability to hiring decisions where failure isn't an option—and second chances aren't given.

Specialist recruitment for boards, investors, and executive leaders who require hiring to be defensible, repeatable and outcome-validated.

The Cost of Conventional Hiring

Most executive hiring still relies on resumes, interviews, and gut feel.

For business-critical roles, that creates predictable risk:

Role-capability misalignment that surfaces only after onboarding

Attrition within 18 months, resetting strategy timelines

Leadership distraction through repeated hiring cycles

Reputational and financial exposure that compounds quietly

How FAWIN Works Differently

We treat hiring as a decision discipline—not a transaction.

Evidence Before Intuition

Success criteria are defined before search begins. Candidates are evaluated against role-specific execution benchmarks—not generic competency models.

Transparent Decision Logic

Every recommendation includes documented scorecards, capability mapping, cultural fit indicators, and risk flags. No black boxes. No "trust us."

Outcome Accountability

We track early-tenure performance to validate placement quality. Our commercial model reflects this - fees tied to sustained success, not just placement.

Built for High-Stakes Mandates

We don't optimize for volume or speed. We operate where judgment, readiness, and continuity define success.

Evidence Before Intuition

Success criteria are defined before search begins. Candidates are evaluated against role-specific execution benchmarks—not generic competency models.

Transparent Decision Logic

Every recommendation includes documented scorecards, capability mapping, cultural fit indicators, and risk flags. No black boxes. No "trust us."

Outcome Accountability

We track early-tenure performance to validate placement quality. Our commercial model reflects this - fees tied to sustained success, not just placement.

Built for High-Stakes Mandates

We don't optimize for volume or speed. We operate where judgment, readiness, and continuity define success.

Who FAWIN Serves

Boards & Promoters

Making leadership appointments that shape business trajectory

CXOs & Executive Teams

Building teams through transformation, scale, or complexity

Founders & Investors

Requiring hiring processes that are structured, defensible, and audit-ready

Common Thread

Organizations where hiring decisions are strategic instruments—and treated accordingly.

Services

Executive Search

Discreet, calibrated search for board-level and C-suite roles where execution capability, contextual readiness, and long-term fit are non-negotiable.

For: CEO, CFO, COO, board appointments, business-critical leadership

Leadership Hiring

Evidence-based placement for mid-to-senior roles where sustained performance matters more than speed-to-hire.

Includes upfront role calibration, structured assessment, and documented hiring rationale.

For: Functional heads, GM roles, strategic hires in scale-up or turnaround contexts

Talent Advisory

Independent advisory to systematically strengthen hiring decisions—separate from placement execution.

Includes:

Role success calibration frameworks
Assessment design and validation
Hiring failure-risk diagnostics
Board-ready hiring governance documentation

For: Organizations building repeatable, defensible hiring systems

About

FAWIN

FAWIN operates at the intersection of recruitment, assessment science, and governance.
Our mandate: replace intuition-led hiring with decisions built on evidence, structure, and accountability.

We define success before the search. Evaluate candidates against role-calibrated benchmarks. Validate outcomes after placement.

We are not transactional recruiters.
We exist for organizations that view hiring as strategic risk—and manage it with the rigor it deserves.