Craig leads our Executive Search division, bringing over two decades of experience recruiting executive talent across the UK and New Zealand. Since 2003, he has built a reputation for connecting senior leaders with high-impact roles across a diverse range of sectors.
He has worked in close partnership with boards and executive teams, designing tailored recruitment strategies for C-suite and strategically significant positions. Craig is valued for his relationship-led style, nuanced market insight, and commitment to inclusive, values-driven hiring. His ability to understand the unique context of each organisation ensures that every appointment is both impactful and enduring.
Diversity Works New Zealand is the national body for workplace diversity, equity and inclusion. We exist to help organisations do workplace inclusion well, and do well because of it.
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Seed partner with you to get more of what you want - that’s success. And they support you to ensure you want what you get - that’s fulfilment. All too frequently one is sacrificed for the other. It doesn’t have to be. If you feel there is more to come - if you know there is more to come – visit Seed Business Associates and delve into the possibilities together.
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Coaching candidates who are serious about taking a more structured approach towards securing their next role. Services include: building a compelling value proposition, CV creation, LinkedIn, interview skills and personal on-boarding.
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Weave® leadership is committed to supporting the on-going development of high-impact leaders of businesses and enterprises in Aotearoa New Zealand. It is a community of Chief Executives, Managing Directors, Country Managers, General Managers, Division Heads and Senior Business Leaders.
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One of New Zealand’s largest government organisations undertook a significant restructure of the leadership team reporting to the CIO, as part of a major technology transformation programme. With an investment of over $180m, a substantial commitment in the New Zealand market, the organisation required a step-change in capability to successfully deliver change of this scale, under ongoing public scrutiny.
Cultivate Executive Search was engaged to lead the search across four critical executive leadership roles. Given the visibility and importance of these appointments, it was essential the process was rigorous, transparent, and capable of withstanding scrutiny, while also attracting high calibre external talent in a competitive market.
Our approach combined a targeted external search with the management and assessment of all internal applicants. Internal candidates were evaluated through the same robust and structured process as external talent, ensuring consistency, fairness, and a fully defendable selection outcome. The external search focused on proactively identifying leaders with the experience and capability to operate at scale, many of whom were not actively in the market.
All four roles were successfully appointed at the first time of asking, with each preferred candidate securing the role. The result is a well-balanced leadership team, equipped to deliver a complex transformation agenda within the public eye. The strengthened capability at the executive level has positioned the organisation to execute on its technology modernisation strategy with confidence and pace.
One of New Zealand’s largest government organisations had recently undergone a strategic shift, moving its' focus from output volume to greater cost control and efficiency. Cultivate Executive Search was engaged to lead the national search for a Head of Procurement to spearhead the shift in procurement strategy needed support this change. Success in this critical role would hinge on evolving the procurement function from a reactive support service into a proactive, strategic business partnering function, responsible for $4b annual expenditure.
Internal candidates, identified as suitable by the internal Talent Acquisition team, participated in the same rigorous assessment process as external applicants. Our impartial approach ensured a defendable and transparent selection. The external search was targeted and aligned with a carefully developed Success Profile, designed to maximise the pool of highly capable candidates for this pivotal role.
The successful candidate was someone specifically targeted by the Cultivate team, and as a female also better balanced the 80% male dominated leadership function. Since her appointment the new Head of Procurement has played a leading role in driving cost efficiency initiatives and embedding a strategic procurement culture across the organisation.
After a long period of leadership stability and sustained growth, this highly successful New Zealand-owned organisation faced a wave of planned retirements within its executive team. At the same time, rapid expansion and increased complexity meant the founder needed a new calibre of executive leadership - one that could future-proof the business, drive strategic progress, and mature key organisational capabilities, all while respecting the culture and values that underpinned their success to date.
Cultivate was engaged over a three-year period to support the appointment of four new executives. Each role required a customised Success Profile that differed significantly from the incumbent’s scope, demanding a deeply consultative approach to shaping the brief.
With several long-tenured internal applicants involved in each process, it was critical to run an equitable and transparent process that maintained internal trust and engagement. Cultivate ensured these candidates had a fair opportunity to demonstrate their potential, while also supporting the organisation to explore and harness their strengths in alternative leadership pathways when they were not selected. This approach preserved institutional knowledge, honoured tenure, and maintained high levels of engagement and retention throughout a significant leadership transition.
An incoming board sought to reset leadership after a period of poor performance and internal dysfunction. Cultivate was appointed to lead a search for a high-performing General Manager to restore trust and reposition Auckland as the country’s leading sports region.
The internal 2IC was assessed alongside external candidates using a measurable Success Profile created with the board. They were interviewed alongside the top three external contenders using a structured and board-approved guide and not progress to the final stage.
When a Personal Grievance was later filed, Cultivate provided thorough documentation demonstrating a fair, consistent, and criteria-led process. The claim was not upheld. The appointed candidate has since made significant strides in rebuilding trust and transparency across the organisation.
Facing uncertainty about whether their long-serving CEO was the right leader for the next phase of growth, the Board engaged Cultivate to run a transparent, criteria-based appointment process. Although the CEO chose not to apply, three internal candidates did - including the 2IC - and were assessed equally alongside external applicants using a measurable Success Profile co-developed with the Board.
The 2IC was shortlisted alongside three external candidates. When the final Board vote was split between the 2IC and a top external contender, Cultivate guided the Board to revisit the agreed criteria, helping shift focus back to the organisation’s priorities. A second vote followed, resulting in a clear 5–1 decision for the 2IC.
When the outgoing CEO later filed a Personal Grievance, Cultivate’s documentation proved the fairness and consistency of the process. The claim was not upheld - demonstrating not only a strong appointment outcome, but also a legally defensible process that protected all parties.
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