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Clients

Executive search without the industry learning curve.

GFFC combines a disciplined search process with first-hand knowledge of online trading businesses, the people who run them and the markets in which they operate.

Brief Us on a Role

We understand what sits behind the title.

A Chief Operating Officer at a regulated CFD broker requires a different background from a COO at a funded trader business. A Head of Risk in a market-making environment is not interchangeable with a retail brokerage risk leader. A Country Manager must bring more than a contact list.

GFFC begins with the business model, jurisdiction, growth plan, team, risk profile and outcomes required. We then build the candidate profile and search strategy around that reality.

What we do

Search services built around the appointment.

Retained Executive Search

For Board, C-suite, Managing Director, Country Head and other business-critical leadership appointments.

The mandate is exclusive and research-led. GFFC maps the relevant market, approaches candidates directly, assesses them against agreed outcomes and manages the process through appointment and transition.

Typical appointments
  • Chief Executive Officer
  • Chief Operating Officer
  • Chief Financial Officer
  • Chief Risk Officer
  • Chief Compliance Officer
  • Chief Technology Officer
  • Chief Product Officer
  • Chief Marketing Officer
  • Managing Director
  • Regional or Country CEO

Senior Specialist Search

For director, Head of and scarce specialist appointments where direct market access matters more than broad advertising.

Typical appointments
  • Head of Trading or Dealing
  • Head of Risk
  • Head of Compliance or MLRO
  • Head of Sales
  • Head of Institutional
  • Head of Partnerships or Affiliates
  • Head of Product
  • Head of Platform or Engineering
  • Head of Operations
  • Head of Acquisition or Retention

Board and NED Search

For governance appointments requiring the correct blend of independence, regulatory credibility, commercial experience and sector knowledge.

Typical appointments
  • Chair
  • Non-Executive Director
  • Independent Director
  • Risk Committee member
  • Audit Committee member
  • Remuneration Committee member
  • Regulatory or governance adviser appointed to the Board

Leadership Team Build-Outs

For businesses launching, entering a jurisdiction, acquiring a firm, rebuilding a function or scaling rapidly.

GFFC can sequence the hires, map interdependencies and run several connected mandates as one controlled programme.

Market Mapping and Succession Search

For clients who need to understand the available leadership market before a role becomes public or before an internal succession decision is made.

The output can include a defined talent map, candidate calibration, market availability, location considerations and compensation observations. This service remains connected to search and succession; it is not general management consulting.

Search methodology

From brief to appointment.

01

Mandate definition

  • Business and ownership context
  • Role outcomes for 6, 12 and 24 months
  • Reporting line and decision rights
  • Regulatory and jurisdictional requirements
  • Essential and transferable experience
  • Leadership behaviours and cultural contribution
  • Location, mobility and working model
  • Compensation and timing
02

Search strategy

  • Target sectors and company types
  • Direct and adjacent talent pools
  • Geographic search parameters
  • Inclusion and diversity considerations
  • Off-limits and conflict checks
  • Candidate proposition and approach narrative
03

Market engagement

  • Direct approach to named and researched candidates
  • Referral-led discovery
  • Selective network activation
  • Confidential qualification
  • Weekly market feedback to the client
04

Assessment

  • Career evidence and role relevance
  • Commercial and operational judgement
  • Leadership scope and decision-making
  • Regulatory credibility where relevant
  • Motivation and opportunity fit
  • Compensation, notice, mobility and restrictions
  • Conflicts, non-competes and practical constraints
05

Shortlist and selection

  • Candidate report
  • Evidence against the agreed scorecard
  • Career history and achievements
  • Motivation and reservations
  • Compensation and availability
  • Interview planning and structured feedback
06

Appointment and transition

  • Referencing and verification as agreed
  • Offer positioning and negotiation
  • Resignation support
  • Counter-offer risk management
  • Notice-period contact
  • Post-start check-ins
Client promise

What clients can expect.

  • Direct senior ownership of the mandate
  • A search built specifically for the role
  • Honest feedback when the brief or package will restrict the market
  • No unsolicited CV dumping
  • No candidate presented without relevant qualification
  • Controlled confidentiality
  • Clear communication throughout the process
  • Continued involvement beyond offer acceptance

Brief us before the market hears about the role.

Whether the appointment is immediate, confidential or still being defined, an early conversation will establish the right search route.

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