20 Executive Search Partners Across Asia Pacific

Jonno White
6 days ago
10 min read

Updated 12 August 2026.

Finding the right executive search partner in Asia Pacific is not only about knowing who has a large brand. It is about matching the brief to the person who understands the market, the leadership question and the pressure around the appointment.

This directory highlights 20 current executive search partners and senior leaders with a clear Asia Pacific connection. It includes people working across CEO and board search, succession, technology, consumer, financial services, industrial markets and specialist sectors.

The list is a starting point for your own shortlist. Check the current team page, confirm the relevant market and ask how the person would approach your exact brief before making a decision.

Why these partners are worth knowing.

Asia Pacific is not one market. A search across Singapore, Sydney, Tokyo, Mumbai, Hong Kong or the wider region can change quickly when language, regulation, ownership, talent mobility and local leadership expectations enter the brief.

The people below have been selected because their current organisation pages show a useful role, a clear regional or market connection and a sensible reason for a reader to keep them in mind. Some are broad regional leaders. Others are strong in one sector or one market. That difference is useful.

1. Graham Almond

Senior Client Partner, CEO and Board Services, Asia Pacific, Korn Ferry

Graham is a useful name for boards that need executive search and board level thinking connected. His official Korn Ferry profile places him in Singapore and links his work to CEO and Board Services across Asia Pacific, which is a practical fit for organisations looking beyond a single appointment. Graham Almond is most relevant when the brief involves CEO and board services, senior leadership and cross border work. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

2. David Cookson

Senior Client Partner, Global Financial Services, Korn Ferry

David Cookson brings a clear financial services lens to the list. Korn Ferry identifies him as a Senior Client Partner in Singapore and notes his coordination of Banking and Insurance work across Asia Pacific, making him relevant when the brief involves regulated markets and regional leadership. David Cookson is most relevant when the brief involves Banking, insurance and financial services leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

3. Nick Steiner

Partner, Digital, Technology and AI Practice Lead, Asia Pacific, Egon Zehnder

Nick Steiner is a strong option for technology leadership briefs that have outgrown a simple functional search. His Egon Zehnder profile places him in Sydney and identifies him as a regional Digital, Technology and AI practice lead, with a natural connection to transformation work across Asia Pacific. Nick Steiner is most relevant when the brief involves Digital, technology and AI leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

4. Tanay Misra

Partner, Consumer and Sustainability Practice Lead, Asia Pacific, Egon Zehnder

Tanay Misra sits where consumer leadership and sustainability questions meet. His official profile places him in Singapore and identifies an Asia Pacific practice leadership role, which makes him worth considering for businesses balancing growth, brand, purpose and changing expectations. Tanay Misra is most relevant when the brief involves Consumer leadership and sustainability. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

5. Rekha Koshy

Consultant, Marketing and Sales Officer Practice Lead, Asia Pacific, Spencer Stuart

Rekha Koshy is relevant when commercial leadership is central to the brief. Spencer Stuart places her in Mumbai and identifies her as a regional Marketing and Sales Officer Practice lead, with additional focus across technology, media and telecommunications and consumer markets. Rekha Koshy is most relevant when the brief involves Marketing, sales, technology, media and consumer leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

6. Meg Ambrose

Consultant, Technology, Media and Telecommunications Practice Lead, Asia Pacific, Spencer Stuart

Meg Ambrose offers a useful regional technology perspective from Sydney. Her Spencer Stuart profile identifies her as a Technology, Media and Telecommunications practice lead in Asia Pacific and notes her experience in senior search, which is relevant to growth and change briefs. Meg Ambrose is most relevant when the brief involves Technology, media and telecommunications leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

7. Alistair Macrae

Head of Asia Pacific, Russell Reynolds Associates

Alistair Macrae is included because his current regional role is unusually clear. Russell Reynolds Associates announced him as Head of Asia Pacific from July 2026, making him relevant for organisations looking for a search partner with a genuinely regional remit rather than a single market label. Alistair Macrae is most relevant when the brief involves Regional leadership, executive search and leadership advisory. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

8. Aimee Williamson

Consultant, Asia Pacific Leadership and Succession Leader, Russell Reynolds Associates

Aimee Williamson is a good fit when the work is about more than hiring. Her official Russell Reynolds Associates profile places her in Sydney and gives her an Asia Pacific Leadership and Succession remit, linking executive search with the harder questions of readiness and continuity. Aimee Williamson is most relevant when the brief involves Leadership, succession and senior executive advisory. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

9. Guy Farrow

Partner, Regional Managing Partner, CEO and Board of Directors Practice, Asia Pacific and Middle East, Heidrick and Struggles

Guy Farrow is a clear choice for board, chair and CEO succession work. Heidrick and Struggles places him across Sydney and Melbourne and gives him a regional CEO and Board of Directors practice role, supported by experience in board appointments and executive search. Guy Farrow is most relevant when the brief involves CEO succession, boards, chairs and senior executive search. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

10. Stephen Zhang

Partner, Office Lead, Private Equity and Financial Services Practices, Heidrick and Struggles

Stephen Zhang brings a Greater China and investment lens to the list. His official Heidrick and Struggles profile identifies him as the Hong Kong office lead and a member of the Private Equity and Financial Services practices, with senior search and leadership advisory experience across Asia Pacific. Stephen Zhang is most relevant when the brief involves Private equity, financial services, boards and senior leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

11. Allan Marks

Managing Director, CEO and Board Services, Asia Pacific, Boyden

Allan Marks is relevant for organisations that want senior search tied to board and CEO questions. Boyden identifies him as Managing Director and CEO and Board Services lead for Asia Pacific, with a long regional career across executive search markets. Allan Marks is most relevant when the brief involves CEO search, board services and leadership across Asia Pacific. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

12. Stephen Irish

Managing Partner, Japan, Healthcare and Life Sciences, Asia Pacific, Boyden

Stephen Irish gives the list a specialist healthcare and life sciences option. Boyden’s announcement identifies him as Managing Partner in Japan and connects his work to the regional healthcare and life sciences market, where technical credibility and local context both matter. Stephen Irish is most relevant when the brief involves Healthcare, life sciences and senior leadership in Japan and Asia Pacific. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

13. Roy Tay

Associate Partner, Industrial, Technology and Private Equity, DHR Global

Roy Tay is a useful choice for growth businesses and investors working across industrial and technology markets. DHR Global identifies him in Singapore as an Associate Partner with Industrial, Technology and Private Equity coverage, giving the list a practical cross sector option. Roy Tay is most relevant when the brief involves Industrial, technology and private equity leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

14. Supriya Dikshit

Managing Partner, Asia Pacific Industrial Practice and Singapore, DHR Global

Supriya Dikshit is included for the strength of her current regional brief. DHR Global identifies her as Managing Partner for the Asia Pacific Industrial Practice and Singapore, which is especially relevant to businesses managing operations, infrastructure and industrial growth across borders. Supriya Dikshit is most relevant when the brief involves Industrial, infrastructure, operations and regional leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

15. Ruchika Gokarn

Client Partner, Head ASEAN, Pedersen and Partners

Ruchika Gokarn is a strong option for leadership work spanning several South East Asian markets. Pedersen and Partners identifies her as Client Partner and Head ASEAN in Singapore, with a regional career that supports senior appointments across different business cultures. Ruchika Gokarn is most relevant when the brief involves ASEAN, consumer, industrial and senior leadership search. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

16. Francesco Armino

Client Partner, Head Industrial Practice, Asia Pacific and Middle East, Pedersen and Partners

Francesco Armino is a sensible fit for industrial searches with a regional footprint. Pedersen and Partners announced him as Client Partner and Head of the Industrial Practice for Asia Pacific and the Middle East, making his scope clear for complex operating environments. Francesco Armino is most relevant when the brief involves Industrial, operations and senior leadership across Asia Pacific. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

17. Jonathan Khoo

Managing Partner, Singapore, NGS Global

Jonathan Khoo represents the value of a Singapore base for regional searches. NGS Global identifies him as Managing Partner Singapore with long Asia Pacific experience across technology, industrial and life sciences assignments, giving readers a broad sector option. Jonathan Khoo is most relevant when the brief involves Technology, industrial, life sciences and regional leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

18. Soumitra Agarwal

Managing Partner, India and South Asia, NGS Global

Soumitra Agarwal adds a South Asia lens that is easy to miss in regional lists. NGS Global identifies him as Managing Partner for India and South Asia, with coverage spanning industrial, automotive, infrastructure, energy, technology and financial services leadership. Soumitra Agarwal is most relevant when the brief involves India, South Asia, industrial, infrastructure, energy and technology. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

19. Fiona Lavan

Managing Partner, Australia and New Zealand, Asia Pacific, Stanton Chase

Fiona Lavan is a relevant option for organisations searching across Australia and New Zealand while keeping a regional view. Stanton Chase identifies her as Managing Partner in Sydney, giving readers a local base with a clear connection to wider Asia Pacific work. Fiona Lavan is most relevant when the brief involves Australia, New Zealand and senior executive appointments. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

20. Sripad Rao

Managing Partner, Regional Technology Sector Leader, Asia Pacific, Stanton Chase

Sripad Rao brings a technology and India perspective to the regional set. Stanton Chase identifies him as Managing Partner and Regional Technology Sector Leader for Asia Pacific, which is useful for searches where technical depth and local market knowledge need to work together. Sripad Rao is most relevant when the brief involves Technology, India and Asia Pacific leadership. As with any senior appointment, the strongest next step is to share the real context: what has changed, what the leader must deliver and where the organisation has less certainty than it would like.

How to use this list.

Start with the leadership problem, not the firm name. If the role is a regional CEO appointment, say so. If the search involves a founder transition, private equity ownership, a board refresh or a regulated industry, make that clear in the first brief.

Then compare the person, not only the logo. Ask who will lead the work, which markets they know directly, how they test the brief and what the first two weeks will look like. A thoughtful process should make the decision clearer before any candidate conversation begins.

Frequently asked questions.

What should I look for in an Asia Pacific executive search partner?

Look for a current role that matches the problem, direct knowledge of the markets involved and a clear senior person who will stay close to the work. Ask for examples that are relevant to your context, while respecting confidentiality.

Should I choose a global firm or a specialist boutique?

Choose the operating model that fits the brief. A global firm may bring broad reach and deep practice teams. A specialist boutique may bring a tighter focus and direct access to the person doing the work. The right answer depends on the markets, seniority and complexity of the appointment.

How many firms should make the first shortlist?

Three is usually enough for a useful first comparison. Give each firm the same written brief and compare the quality of the questions, the proposed search map and the senior involvement. The best proposal should make you feel more informed, not simply more impressed.

A practical next step.

Write down the one leadership decision that is hardest to make right now. Then send that short brief to two or three people from this list and compare the questions they ask before you compare the fees.

About Jonno White.

Jonno White helps leaders build organisations people would move cities to work at. He is a leadership consultant, keynote speaker, author and Certified Working Genius Facilitator based in Australia. His work is practical rather than motivational: something leaders can use on Monday morning, not a feeling that fades by Friday.

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