Imperium Edge

Specialist Intelligence Across Global Commodity Markets

Bespoke market mapping, compensation benchmarking and research to inform your next commercial decision

Before entering a market, building a team or revising remuneration, you need a clear understanding of the landscape. Where does the relevant expertise sit? How are competitors structured? What would it take to attract the people your plans depend on?

Imperium Edge brings the research capability and specialist market knowledge behind our retained search work into a dedicated intelligence service. We investigate the businesses, teams, individuals and remuneration structures relevant to your objective, giving you a detailed basis for decisions on hiring, retention and expansion.

Each project starts with the decision you need to make. We agree the scope, investigate the market and present findings that help you assess the options, challenge assumptions and determine the next step. You can commission Edge independently or alongside a search, with no requirement to appoint anyone.

Explore the intelligenceIllustrative outputs · Fictional data

Where does the expertise you need sit?

Example output: competitor talent coverage

Company A18
Company B13
Company C9
Company D6

Illustrative count of relevant professionals identified. Identification does not establish availability or interest.

A defined view of the competitor landscape

Identify relevant businesses, teams and individuals within an agreed product, function and geography. The research can examine reporting structures, specialist coverage and where experience is concentrated.

Where should you focus?

Use the findings to define a target market, assess the depth of a talent pool and identify gaps in your existing coverage.

How does your remuneration compare?

Example output: comparable role packages

Peer groupBase rangeBonus structure
Trading housesUS$150 to 180kDiscretionary
ProducersUS$135 to 165kTarget-based
BrokeragesUS$120 to 155kRevenue-linked

Fictional packages for demonstration only. These are not market benchmarks. Role scope, location and package components must be matched before comparison.

Compensation in its commercial context

Compare base salaries, bonuses and wider remuneration across an agreed peer group. We consider responsibilities and business model alongside the figures, so the comparison reflects the people you actually compete for.

What should you offer or review?

Inform hiring budgets, remuneration reviews and retention discussions with evidence relevant to your market and team.

What would make your opportunity competitive?

Example output: proposition review

Commercial autonomy
Clarify decision rights
Incentive structure
Define participation
Platform support
Evidence resources
Career progression
Set a credible remit

Illustrative themes only. Findings depend on the agreed research and feedback obtained.

Understand what would persuade the right people

Investigate how relevant professionals view an opportunity and the factors that could encourage or prevent a move. Explore remuneration, remit, leadership, resources and the credibility of the proposition.

What needs to change before you approach?

Refine the offer, resolve potential objections and develop a proposition grounded in what your intended audience values.

Can the market support your expansion plans?

Example output: location feasibility

LocationTalent depthPoint to resolve
Market AEstablishedCompensation
Market BSpecialist poolRelocation
Market CLimited locallyTeam build

Fictional location comparison. A feasibility project tests the agreed talent and organisational requirements; it does not guarantee commercial success.

Test the assumptions behind the plan

Assess the availability, location and likely cost of the expertise required for a proposed hire, desk or expansion. Investigate the constraints that could affect whether the intended team can be assembled.

Proceed, adapt or reconsider?

Compare routes to building the capability, adjust the location or structure, and establish what needs to be resolved before committing to recruitment.

What is changing across your target market?

Example output: research coverage

Competitor landscape
Businesses and positioning
Team structures
Functions and leadership
Talent distribution
Locations and expertise
Research implications
Options for the client

Illustrative report structure. Subject matter, evidence, depth and deliverables are agreed for each project.

A focused report around your business question

Bring together research into a defined commodity market, competitor group or talent theme. The report organises relevant findings into a clear account of the landscape and its implications for your objective.

What should inform your next decision?

Give leadership and HR teams a shared evidence base for planning, further investigation and discussions about future capability.

Examples show the form research can take. Every Edge project has an agreed scope, evidence base and deliverables. Figures and findings shown here are fictional and are not market advice.

Intelligence Grounded in the Markets You Operate In

Specialist commodity knowledge, dedicated research and direct market engagement

Commodity businesses can compete for the same people while offering very different careers. A producer, trading house and brokerage may operate in the same product, but the responsibilities, commercial exposure and reward structures within their teams can differ substantially. Those distinctions matter when assessing talent, comparing remuneration or planning an expansion.

Imperium Edge draws on our work across international commodity search, supported by dedicated research into the market relevant to your project. We investigate how businesses and teams are structured, where the required experience sits and which comparisons are meaningful for your objective.

Where the brief calls for direct market engagement, we use those conversations to explore motivations, expectations and practical constraints. We distinguish confirmed findings from reported information and areas requiring further investigation, so you can assess the evidence behind our conclusions.

The result is research you can use to challenge a hiring budget, evaluate a location, review your team or decide whether a proposed appointment is realistic.

Research That Informs Your Next Move

Specialist intelligence for market entry, team development, remuneration and succession planning

You may be assessing a new trading location, reviewing compensation across an established team or considering expertise your business has never hired before. Each presents different questions. Imperium Edge defines the research around those questions, helping you understand the options and their implications before deciding how to proceed.

Entering a New Market

  1. Your Question

    Can we build the team this market requires?

    You are considering a new location or trading desk and need to understand whether the relevant expertise is available, what it could cost and where recruitment may prove difficult.

  2. Our Research

    Talent, competitors and practical constraints

    Map relevant businesses and professionals, examine local and international talent pools, and investigate remuneration and potential barriers to attracting the required experience.

  3. Your Decision

    A more informed route into the market

    Assess the proposed location and team structure, identify questions that remain unresolved and decide whether to proceed, adapt the plan or investigate an alternative.

Reviewing Remuneration

  1. Your Question

    Are our packages competitive for the people we need?

    You are reviewing compensation, planning a hire or assessing retention concerns and need comparisons that reflect the responsibilities and commercial model of your business.

  2. Our Research

    Comparable roles and complete packages

    Define an appropriate peer group and investigate base salaries, bonus arrangements and wider remuneration. Consider location, seniority, role scope and business model when assessing comparisons.

  3. Your Decision

    Evidence for remuneration decisions

    Inform hiring budgets and compensation reviews, identify where further scrutiny is needed and assess which elements of your proposition may need attention.

Building Specialist Capability

  1. Your Question

    What expertise and structure would this capability need?

    You want to add a product, function or commercial capability and need to establish how the required experience could fit within your existing business.

  2. Our Research

    Experience, structures and concentrations of expertise

    Investigate where relevant specialists work, how comparable teams are organised and which responsibilities sit together. Examine the depth of the talent pool against your proposed requirement.

  3. Your Decision

    A clearer brief and hiring sequence

    Define the expertise to prioritise, consider alternative team structures and establish whether the requirement calls for one appointment or several complementary hires.

Planning Leadership Succession

  1. Your Question

    What leadership options should we be considering?

    You are preparing for a future transition and want an external view of the experience available before deciding how to develop or recruit the next leader.

  2. Our Research

    Leadership profiles and an agreed external benchmark

    Map relevant organisations and leadership experience, examine the depth of the external market and establish criteria against which internal options can be considered where commissioned.

  3. Your Decision

    A stronger basis for succession planning

    Assess potential leadership profiles, identify development or experience gaps and decide whether internal preparation, external recruitment or a combination deserves further consideration.

Illustrative project scenarios. Research scope, methods and deliverables are agreed around the decision you need to make. An Edge project does not require a subsequent recruitment mandate.

Understand the Market Before You Commit

A Defined Brief, a Rigorous Investigation, a Clear Deliverable

Research commissioned around your decision, with the scope and outputs agreed from the outset

An Edge project begins with a discussion about what you need to establish and how you intend to use the findings. We help refine the question, identify the evidence required and agree a research programme proportionate to the decision.

From brief to findingsSelect a stage to explore the process

Stage 01 · Agree the Brief

Define the Decision the Research Must Support

We define the business objective, the questions to answer and the boundaries of the investigation. This includes the relevant products, geographies, organisations and functions, together with any assumptions the research needs to test.

The outcomeA clear research brief with agreed questions and priorities

Stage 02 · Set the Research Scope

Agree the Coverage, Methods and Deliverables

We agree the methods, depth of coverage, deliverables and timetable before work begins. Where direct market conversations form part of the project, we establish how approaches will be made and what information can be disclosed.

The outcomeA defined programme of work and a clear understanding of what you will receive

Stage 03 · Investigate and Assess

Build the Evidence and Examine Its Implications

Our team researches the agreed landscape, examines relevant comparisons and tests findings against the brief. We distinguish confirmed information, reported perspectives and gaps in the evidence, explaining where those distinctions affect the conclusions.

The outcomeFindings assessed against your brief, with limitations made clear

Stage 04 · Present the Findings

Put the Findings to Work in Your Business

We bring the research together in the agreed format, which may include market maps, compensation comparisons, organisation charts or a written report. We discuss the implications with you, address questions and identify where further investigation may be useful.

The outcomeThe agreed deliverables and a discussion of what the findings mean for your decision

The scope and sequence are tailored to your project. Research methods, deliverables and timings are agreed before commencement.

Salary Benchmarking for Commodity Businesses

Specialist compensation research for internal salary reviews, retention planning and hiring budgets

An internal salary review needs comparisons that reflect the work your people actually do. Job titles alone rarely capture differences in trading responsibility, revenue contribution, product expertise or leadership scope. Geography, business model and incentive arrangements can change the comparison substantially.

Imperium Edge helps HR teams and business leaders benchmark salaries, bonuses and wider remuneration against relevant commodity employers. We define the peer group around your workforce and the decisions you need to make, supporting annual pay reviews, salary band development, retention discussions and recruitment budgeting.

Research can focus on an individual position, a specialist team or an agreed group of functions. The findings help you assess where packages sit within the researched market, identify differences requiring closer examination and consider changes with a clearer understanding of the competitive landscape.

Explore a compensation reviewFictional examples · All amounts in US dollars

Put Internal Salaries in Market Context

Compare a fictional team's base salaries with example peer ranges. A position within a range is a starting point for investigation, rather than an automatic recommendation to change pay.

Example peer rangeInternal base salary
Senior TraderInternal $160k · Range $150k to $190k
AnalystInternal $100k · Range $95k to $120k
Operations ManagerInternal $120k · Range $110k to $140k

Annual base salaries only. Ranges are invented, not published salary benchmarks or statistical percentiles.

Try the salary comparison

Move the slider to see the selected salary marker change.

Within the fictional comparison range. This does not establish whether the package is appropriate.

Make the comparison relevant

Match responsibilities, geography, product expertise and business model before drawing conclusions. Similar titles can conceal very different levels of accountability.

Support a structured pay review

Use the research to identify packages for closer review and inform salary bands, retention discussions and hiring budgets. Individual performance and internal context remain part of the decision.

Look Beyond the Base Salary

Adjust Package A while keeping its illustrative annual cash total at $210,000. Packages B and C remain fixed for comparison.

Base salaryIllustrative bonus
Package ATotal $210k
Base $160kBonus $50k
Package BTotal $210k
Base $140kBonus $70k
Package CTotal $210k
Base $180kBonus $30k

Bonus amounts are illustrative scenarios, not guaranteed payments. Benefits, equity, deferred awards and employer costs are excluded.

Shape Package A

The illustrative bonus changes to keep the total at $210,000.

Illustrative bonus:$50,000 · Base share:76.2%

Compare the structure as well as the total

A higher base salary and a larger variable opportunity can serve different purposes. Bonus measures, discretion, deferral and payment conditions influence how a package is understood.

Assess the complete proposition

A commissioned review can examine relevant incentive arrangements and wider remuneration alongside base pay, helping HR and leadership teams assess meaningful comparisons.

See the Budget Effect of Selected Changes

Explore proposed adjustments for the same fictional three-person team. Adjust each proposed pay rise to see the annual base salary impact. These are planning examples, not pay recommendations.

Model percentage increases

Without JavaScript, the figures show 5% increases for the Senior Trader and Analyst.

Additional annual base salary

$13,000
Current annual base payroll$380,000
Revised annual base payroll$393,000
Increase in base payroll3.4%

Full-year base salary impact only. Employer taxes, benefits, bonus effects, effective dates and currency movements are excluded.

Benchmark How Competitors Reward Performance

A compensation study can investigate which bonus measures relevant competitors use, how participation is calculated and where caps, thresholds or discretion affect the outcome. Explore a fictional peer group below.

Example peer group: 12 fictional employers

Discretionary4 of 12
Desk Performance3 of 12
Company Performance2 of 12
P&L Participation3 of 12
5 capped7 uncapped

Entirely invented counts. Employers are classified by their primary metric in this example; actual arrangements may combine several measures. Cap status is a separate comparison and is not broken down by metric here.

What Determines the Award?

Investigate who decides the award, which factors inform it and how consistently the framework is communicated. Separate stated policy from reported payment experience.

How Is Desk Contribution Measured?

Explore whether the metric uses revenue, gross profit or a desk contribution measure. Examine cost allocations, individual attribution and any conditions attached to payment.

How Does the Business Result Affect Pay?

Establish the company-level measures, thresholds and individual modifiers. Assess how much influence the role has over the result and whether desk performance can be outweighed by wider business outcomes.

What Does the Participation Actually Apply To?

Research the participation rate, eligible P&L, cost deductions, thresholds, caps and deferral. A headline percentage is only meaningful when the calculation and payment conditions are understood.

Compare Outcomes as Well as Headline Terms

Where evidence permits, distinguish target opportunities, reported awards and payment conditions. Findings can inform how you balance attraction, performance incentives and compensation cost.

Explore Capped and Uncapped P&L Participation

Adjust profit and participation to see the modelled bonus pool and the profit remaining after that pool. P&L here means profit after base salaries and other desk costs, but before this bonus pool.

Model an illustrative arrangement

Clear the checkbox to model an uncapped pool. The same profit and participation rate are used in each comparison.

Modelled bonus pool

$300,000
Profit remaining after pool$1,700,000
Effective pool share of P&L15.0%
Pool cap effectNo cap applied
Sensitivity at the selected participation rate and cap setting
Pre-pool P&LBonus poolProfit after pool
$1,000,000$150,000$850,000
$2,000,000$300,000$1,700,000
$3,000,000$450,000$2,550,000

Fictional payout mechanics only. This model holds profit constant when comparing structures; it does not predict a performance uplift or establish the best arrangement. Thresholds, losses, deferral, clawback, employer taxes and interactions with other bonuses are excluded.

Illustrative dashboard with fictional salaries, ranges and packages. The four views are independent examples. Actual benchmarking requires an agreed peer group, research scope and assessment of the available evidence. No figures shown should be used as market guidance.

Compare Markets Before Choosing Where to Build

Geographic talent mapping and compensation research for office openings, desk launches and international expansion

The strongest location for your next team depends on the capability you need to establish. A recognised commodity centre may offer a deeper talent pool alongside greater competition for experienced people. Another location may require international recruitment, a different remuneration structure or a longer hiring horizon.

Imperium Edge investigates the talent landscape across the locations relevant to your plans. Research can compare specialist expertise, competitor presence, team structures and compensation arrangements, with relocation appetite explored where commissioned.

This gives HR teams and business leaders a clearer basis for location planning and recruitment budgeting. You can assess where the required experience sits, understand potential constraints and refine the hiring strategy before committing to a particular market.

Illustrative Location Study

Establishing a Metals Trading Team

Five locations · One defined research brief

Illustrative research coverage, not candidate movements or ranked locations. Geographic outlines from Natural Earth via World Atlas.FijiTanzaniaW. SaharaCanadaUnited States of AmericaKazakhstanUzbekistanPapua New GuineaIndonesiaArgentinaChileDem. Rep. CongoSomaliaKenyaSudanChadHaitiDominican Rep.RussiaBahamasFalkland Is.NorwayGreenlandFr. S. Antarctic LandsTimor-LesteSouth AfricaLesothoMexicoUruguayBrazilBoliviaPeruColombiaPanamaCosta RicaNicaraguaHondurasEl SalvadorGuatemalaBelizeVenezuelaGuyanaSurinameFranceEcuadorPuerto RicoJamaicaCubaZimbabweBotswanaNamibiaSenegalMaliMauritaniaBeninNigerNigeriaCameroonTogoGhanaCôte d'IvoireGuineaGuinea-BissauLiberiaSierra LeoneBurkina FasoCentral African Rep.CongoGabonEq. GuineaZambiaMalawiMozambiqueeSwatiniAngolaBurundiIsraelLebanonMadagascarPalestineGambiaTunisiaAlgeriaJordanUnited Arab EmiratesQatarKuwaitIraqOmanVanuatuCambodiaThailandLaosMyanmarVietnamNorth KoreaSouth KoreaMongoliaIndiaBangladeshBhutanNepalPakistanAfghanistanTajikistanKyrgyzstanTurkmenistanIranSyriaArmeniaSwedenBelarusUkrainePolandAustriaHungaryMoldovaRomaniaLithuaniaLatviaEstoniaGermanyBulgariaGreeceTurkeyAlbaniaCroatiaSwitzerlandLuxembourgBelgiumNetherlandsPortugalSpainIrelandNew CaledoniaSolomon Is.New ZealandAustraliaSri LankaChinaTaiwanItalyDenmarkUnited KingdomIcelandAzerbaijanGeorgiaPhilippinesMalaysiaBruneiSloveniaFinlandSlovakiaCzechiaEritreaJapanParaguayYemenSaudi ArabiaN. CyprusCyprusMoroccoEgyptLibyaEthiopiaDjiboutiSomalilandUgandaRwandaBosnia and Herz.MacedoniaSerbiaMontenegroKosovoTrinidad and TobagoS. SudanSingapore

London: What the Research Would Examine

Talent Landscape

Define the UK competitor and talent landscape

Map the businesses and professionals relevant to the proposed product coverage, trading model and team structure. Establish which experience must be local and which could be sourced internationally.

Remuneration

Compare relevant UK packages

Investigate base pay, discretionary awards and participation arrangements within the agreed peer group. Distinguish reported payments from target opportunities and assess the terms behind headline figures.

Hiring Considerations

Test the proposed hiring proposition

Explore remit, platform resources, notice periods and relocation interest where commissioned. Identify which assumptions need to be resolved before a local or international search begins.

Geneva / Zug: What the Research Would Examine

Talent Landscape

Compare the relevant Swiss competitor groups

Investigate Geneva and Zug against the actual product and business model in the brief. Examine the relevant teams and responsibilities rather than treating both locations as a single interchangeable talent pool.

Remuneration

Match the package and location

Research remuneration in the relevant peer group, including incentive measures and payment conditions. Keep currencies and package components explicit when comparing with other locations.

Hiring Considerations

Examine location and platform fit

Investigate language, working arrangements, relocation interest and expectations of the proposed platform where relevant. Identify practical questions that require specialist advice or further research.

Dubai: What the Research Would Examine

Talent Landscape

Establish the talent available for this brief

Map relevant businesses, product specialists and team structures. Separate experience currently based in the region from expertise that would require an international recruitment strategy.

Remuneration

Investigate package composition

Examine base salary, bonus mechanics and wider allowances where applicable. Compare the complete employer proposition and explain the limits of comparisons with differently structured packages.

Hiring Considerations

Assess attraction and mobilisation

Explore relocation appetite, timing, family considerations and required platform support where commissioned. Establish which aspects of the proposed opportunity need clarification.

Singapore: What the Research Would Examine

Talent Landscape

Define the regional expertise required

Investigate relevant competitor teams, product coverage and commercial responsibilities. Test how closely the available experience matches the regional remit the client intends to establish.

Remuneration

Research relevant local comparators

Compare salary and incentive arrangements for the agreed roles and employer group. Examine regional responsibility and package terms before making comparisons with other centres.

Hiring Considerations

Test local and international options

Explore local availability and potential relocation interest where commissioned. Consider the proposed remit, support functions and timing, with specialist employment or immigration questions referred appropriately.

Houston: What the Research Would Examine

Talent Landscape

Test the fit with the proposed product strategy

Map relevant US employers and professionals against the specific metals brief. Investigate Houston as a proposed location rather than assuming the required experience is concentrated there.

Remuneration

Assess US compensation structures

Research base salaries, bonus measures and participation terms among relevant employers. Define the comparison carefully where desks, responsibilities and commercial models differ.

Hiring Considerations

Investigate whether the location works

Assess local talent depth and possible domestic or international relocation interest where commissioned. Use the findings to test whether Houston, another US location or a revised team structure merits further investigation.

Example scope only. Locations are selected for each commissioned project; no city rankings, salary findings or availability claims are presented here. Connections represent comparative research, not relocations. The map cycles independently; your chosen location information stays selected until you change it.

Findings Your Business Can Put to Work

Agreed deliverables, clear comparisons and a discussion of what the research means for your plans

The value of the research lies in what it enables you to decide. We agree the deliverables at the outset, including the detail and format needed by the people who will use them.

A salary review may require compensation comparisons and an explanation of incentive structures. A market-entry project may need competitor maps, location analysis and an assessment of the expertise available. Leadership research may call for organisation charts and an external talent landscape against which to consider succession options.

We discuss the findings with you, explain their implications and address the questions they raise. You can see what the evidence supports, where comparisons require judgement and which areas warrant further investigation.

The findings can support internal discussions with HR, finance, senior management or the board, giving stakeholders a common basis for reviewing the options. Whether you proceed, revise the plan or decide against further investment, the research provides a clear account of the considerations behind that decision.

Free planning tools

Put your thinking into a working plan.

Explore all our free planning resources

A Bespoke Research Brief for Your Business

Combine specialist research services around your objectives across commodity and financial markets

Your brief may require several types of intelligence. Establishing a new desk could involve testing the talent available, comparing locations, benchmarking remuneration and understanding how competitors structure their teams. An internal review may focus on compensation, incentives and the strength of your existing organisation.

Imperium Edge brings these disciplines together within one agreed research programme. We define the questions, scope and deliverables around your objective, combining the services required to give you a coherent view of the market.

Imperium Edge Questions Answered

Commissioning research, defining the scope and putting the findings to work

Can we commission research without appointing Imperium to recruit?

Yes. Imperium Edge can be commissioned as a standalone research project, with no requirement to proceed into recruitment. You may need evidence for an internal pay review, a clearer view of competitors or an assessment of the talent required for an expansion. We agree the research around that objective.

Can you combine several Edge services within one project?

Yes. A bespoke brief can combine market mapping, salary benchmarking, talent attraction research, feasibility studies and industry reporting. We establish which services are relevant to your decision and structure them within one agreed programme, with defined deliverables.

Can salary benchmarking support an internal pay or bonus review?

Yes. Research can support reviews of existing employees as well as packages for new hires. We define the relevant roles, locations and competitor group, then investigate salary, bonus and wider remuneration arrangements within the agreed scope.

This can include discretionary awards, desk or company performance measures, P&L participation, caps and payment conditions. The findings help HR and leadership teams assess meaningful comparisons alongside internal responsibilities, performance and business priorities. Explore salary benchmarking.

How do you define the research scope, fee and timetable?

We begin with the decision you need to make and the questions the research must answer. We then agree the markets, geographies, functions, comparator businesses, methods and level of detail required.

The fee, timetable and deliverables reflect that programme and are agreed before work begins. If further questions emerge, we discuss any proposed extension to the scope with you.

How do you handle confidential projects and market approaches?

We establish the confidentiality requirements at the outset, including whether direct market conversations form part of the research and what information can be disclosed. Where approaches are commissioned, we agree how the project and client will be represented before contact begins.

The research methods and reporting are shaped around the sensitivity of the brief and the information we can appropriately obtain and share.

What happens if the research suggests our proposed hire or expansion is unrealistic?

We explain the findings and the assumptions they challenge. That may lead to a different location, remuneration structure, experience requirement or sequence of appointments. It may also support a decision to pause or reconsider the plan.

The purpose is to give you an informed basis for deciding what to do next. We distinguish what the evidence supports from areas that remain uncertain or need further investigation.

Can you carry the research through into a retained search?

Yes. We can structure an engagement that combines feasibility work, compensation research and competitor mapping with retained search. The findings inform the hiring brief, target market and candidate proposition before we progress into direct approaches and assessment.

You work with a firm that already understands the research and the decisions behind the appointment. The research and search stages, scope and commercial terms are agreed around your requirements. Explore retained search or Board, CEO and C-suite search.

From Market Intelligence to the Right Appointment

One engagement can take you through feasibility, compensation research, competitor mapping and retained search

When the objective is to hire, we can structure the research and search as one engagement from the outset. Establish whether the requirement is viable, define a competitive proposition and identify the relevant talent before progressing into direct approaches and candidate assessment.

The team executing the search already understands the decisions behind the brief. Research findings inform which competitors we target, the experience we prioritise and how we present the opportunity. Compensation intelligence helps shape the offer, while feasibility work identifies constraints to address before approaching the market.

Our partners, consultants and researchers carry that understanding into Imperium’s retained search process. We engage suitable professionals directly, assess their experience and motivations, and manage the assignment through interviews, negotiation and appointment. You have visibility of the working market map and the evidence shaping the search throughout.

This continuity gives the research an immediate practical application. The brief we help you develop becomes the brief we are equipped to execute, with the research stages, search scope and commercial terms agreed around your requirements.

Explore Retained Search →
Explore Board, CEO & C-Suite Search →

Discuss the Decision You Need to Make

Commission a bespoke research brief or combine market intelligence with retained search

Tell us what you are planning, what you need to understand and where the uncertainties sit. We will help define the research required, whether you are reviewing remuneration, assessing a market or preparing to build a team.

Where hiring is the objective, we can take the brief through viability, benchmarking and competitor mapping into direct search and appointment.

Discuss an Imperium Edge Project