About
A search practice, run discreetly.
ACR Executive Search is led by Managing Director Andrew Fowler and appoints senior leaders across the construction and development market, Director through to Managing Director, Board and CEO.
- Retained
- Committed, exclusive assignments
- Confidential
- Discretion for clients and candidates
- Director to CEO
- The level we work at
Senior appointments are not a volume exercise. They are decided by a small number of conversations with people who are rarely looking, and they are usually confidential on both sides.
ACR Executive Search operates as a retained practice within ACR Group. Assignments are led personally by Andrew Fowler, who has managed Director and Managing Director searches across construction, house building, partnership housing and development, and works through a network built directly over many years in this market.
Every assignment starts with the business, not a shortlist: the strategy behind the appointment, the shape of the board or leadership team, and what the individual will genuinely be accountable for. From there we map the relevant market, approach discreetly, and report what we find, including where the brief needs to change.
ACR Executive Search is one of three specialist businesses within ACR Group, alongside ACR Construction and ACR Trades & Labour.
A search process built on research, not databases
ACR Executive Search operates as a retained practice within ACR Group. Assignments are led personally by Andrew Fowler, who has managed Director and Managing Director searches across construction, house building, partnership housing and development, and works through a network built directly over many years in this market.
- Board Appointments
- Chief Executive & MD
- Director Level
- Retained Search
Four stages, from first conversation to first day
The same sequence applies whether we are filling a site vacancy or appointing a Managing Director. The depth changes, the principle does not.
- 01
Mandate
Time with the shareholders, board or hiring principal to agree the remit, the profile and how success will be measured.
- 02
Mapping
A structured map of the relevant market, shared with you, so the decision is made on evidence rather than availability.
- 03
Approach
Discreet, personal approaches to identified individuals, with your identity protected until it is appropriate to disclose.
- 04
Appointment
Assessment, written reporting, offer negotiation and continued contact through the individual's first year.
What clients and candidates say
The process was handled discreetly from start to finish. We were given a proper view of the market rather than whoever happened to be available, and the appointment has worked.
I was not actively looking. The conversation was measured, confidential and genuinely useful, and it led to the right role at the right time.
Speak to a consultant
A short conversation is usually enough for us to tell you whether we can help.