Capital markets executive search is a targeted retained recruiting process for senior leaders responsible for capital strategy, financing, markets, transactions, investment, institutional relationships, fundraising, risk, trading, origination, and related leadership functions. The search typically combines market mapping, direct executive outreach, assessment, references, and close stakeholder partnership.

Scion can lead searches for Heads of Capital Markets, Managing Directors, Chief Investment Officers, Chief Capital Officers, debt and equity capital markets leaders, investment executives, origination leaders, institutional sales and trading leadership, structured finance executives, investor relations and capital formation leaders, risk executives, and other senior financial leadership roles.

Yes. Retained search is designed to reach beyond active applicants. Scion uses market research, its national network, referrals, targeted identification, and confidential direct outreach to engage qualified executives who may not otherwise enter a hiring process.

Yes. Confidential search can support sensitive executive replacements, succession planning, new leadership positions, competitive expansion, and other situations where the organization needs controlled communication and discreet market outreach.

The process begins by defining the leadership mandate and success profile. Scion then maps relevant firms, industries, markets, products, geographies, and adjacent candidate pools before directly engaging and assessing executives against the specific requirements of the role.

Yes. Searches can be structured for financial institutions, investment firms, asset managers, private equity and private credit organizations, family offices, real estate and infrastructure investors, FinTech businesses, corporate finance and treasury functions, and other organizations with significant capital markets needs.

Yes. Scion Executive Search operates nationally and can build executive candidate markets across the United States based on the organization's location, relocation requirements, hybrid or remote structure, target companies, and relevant financial centers.

Assessment can include leadership capability, strategic judgment, execution history, relationship credibility, stakeholder communication, team building, organizational alignment, market-cycle experience, motivation, and the candidate's evidence of delivering outcomes comparable to those required by the client.

Yes. Scion can help stakeholders align around the search mandate and leadership scorecard, calibrate candidate profiles, structure evaluation criteria, coordinate finalist processes, conduct references, and support selection and closing.

Start with a confidential conversation about the role, organizational context, markets, strategic priorities, stakeholders, location, timing, and the outcomes the next executive needs to deliver. Scion can then help shape the search strategy and begin defining the relevant executive market.