MYTH AND MASTERY TALENT

Specialist search for senior leaders who protect the built environment — not just run it. 

I partner with organisations that need trusted leadership for their material setting — the roles that shape how work actually lives and performs.

I focus on senior appointments across:

• Facilities & Corporate Real Estate Leadership
   
• Workplace & Operations Strategy
   
• Service, Vendor, and Risk Ecosystems
   
• Estate & Lifecycle Stewardship
   
• Campus, Multi-site, and High-spec HQ Environments
   

These positions influence culture, cost, compliance, and continuity.

I place leaders who hold all four with steadiness and judgement.

My method is simple, deliberate, and centred on how a leader thinks — not just what they’ve done. I treat senior hiring as stewardship, not supply.

1. Listen to the Space
Every building has pressure points, politics, and a distinct rhythm.

I begin by understanding what the leader will inherit — the risks, the culture, and the operational temperature of the environment.

2. Define the Real Work of the Role
Job descriptions list tasks. I interpret the function, the stakes, and the tone of what the role must hold.

Not “what do they do?” — “what will they protect, elevate, or steady?”

3. Map Capability to Character
I assess judgement, operational literacy, temperament, decision-making under pressure, and the leader’s relationship to service.

The question isn’t “can they do the job?” — but will they uphold the environment?

4. Present a Considered Shortlist
No volume. No noise.

Just a small, accurate selection of leaders who can do the work and carry the weight of the space.

I work in the spaces where leadership is felt, not performed — where the wrong hire quietly destabilises operations, and the right one restores rhythm, trust, and continuity.

I bring more than three decades across:

• hedge funds and financial services
   
• professional and advisory firms
   
• fintech and knowledge platforms
   
• media, publishing, and luxury environments
   

I’ve been the vendor, the client, the head of estate, the programme lead, and the person in the room when things break, fail, or transform.

This gives me an inside view of what leaders really need to hold — judgement, steadiness, and operational truth.

M|M Talent is not volume recruitment.
It’s a precise search for leaders who protect the operational environment — not just manage it.

I partner with organisations who need senior leaders who can hold complex environments — not just manage tasks.

Typically, these are workplaces where operational leadership impacts:

• reputation (brand, client experience, executive trust)
   
• risk (compliance, continuity, vendor performance)
   
• financial discipline (budgets, contracts, lifecycle strategy)
   
• culture and conduct (judgement, communication, steadiness)
   

These organisations often operate at a pace and pressure where the wrong leader can quietly destabilise service, trust, and cost control.
The right one strengthens all three.

I work on retained or exclusive searches for: 

• Director / Head of FM 
• Director / Head of Real Estate 
• Director / Head of Workplace 
• Senior FM Leadership 
• Programme / Portfolio Leads 
• Operational & Culture-shaping roles 

A Built Environment Ethicist evaluates whether the way an organisation runs its workplace and real estate truly reflects its values. It’s a role focused on judgement, culture, and operational integrity — not just technical competence.

In M|M Talent, this means:

   • I vet leaders not only for what they can do, but how they make decisions that affect people, space, and trust.

   • I look for stewards of the environment — not just managers of budgets and contracts.

   • I reduce risk by aligning values, leadership temperament, and operational impact.

In short: I help organisations hire leaders who protect the operational environment they will be accountable for.

Retained Search — 25–30% of salary
For senior and strategic leadership hires.

Split into three stages: to initiate the search, on delivery of a shortlist, and on placement.

Exclusive Search — 20–25%
For mid-senior roles requiring dedicated partnership without a full retained structure.

Interim Leadership — £500–£900 per day
For immediate capability, stabilisation, or transformation.

Advisory — £750–£1,500 per half-day
For organisations needing clarity on operational risk, capability, or culture before hiring.