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Legal Declaration

Last updated: 9th Feb 2026

1. Disclaimer

1.1

Irving Knight Group provides this site on an “as is” basis and makes no representations or warranties of any kind with respect to this site or its contents and disclaims all such representations and warranties. In addition, we make no representations or warranties about the accuracy, completeness, or suitability for any purpose of the information and related graphics published on this site.

The information contained on this site may contain technical inaccuracies or typographical errors. All liability howsoever arising for any such inaccuracies or errors is expressly excluded to the fullest extent permitted by law.

1.2

Neither Irving Knight Group nor any of its directors, employees, or other representatives shall be liable for loss or damage arising out of or in connection with the use of this site. This is a comprehensive limitation of liability that applies to all damages of any kind, including (without limitation) compensatory, direct, indirect, or consequential damages, loss of data, income or profit, loss of or damage to property, and claims of third parties.

1.3

Notwithstanding the foregoing, none of the exclusions or limitations in this section are intended to limit any rights you may have as a consumer under local law or other statutory rights which may not be excluded, nor to exclude or limit Irving Knight Group’s liability for death or personal injury resulting from negligence by us, our employees, or agents.

Equal Opportunities

Policy Statement

Irving Knight Group is committed to being an equal opportunity employer and operates a formal policy to support this commitment. This policy applies to all aspects of employment, including vacancy advertising, selection, recruitment, training, conditions of service, and termination of employment.

To ensure this policy operates effectively, and for no other purpose, Irving Knight Group maintains records relating to employees’ racial origin, gender, and disability. Where necessary, employees may review and correct their own records. Access to this information is otherwise strictly restricted.

Ongoing monitoring and regular analysis of these records provides the basis for appropriate action to eliminate unlawful direct and indirect discrimination and to promote equality of opportunity. Our processes, procedures, and practices are regularly reviewed to reflect changes in policy and learning.

Irving Knight Group is committed to equal opportunities both as an employer and as consultants to our clients. Our recruitment practices, and those of our clients, comply with all relevant legislation, as does every aspect of our employment practice.

We ensure that no applicant or employee receives less favourable treatment and that, wherever possible, individuals are given the support they need to achieve their full potential, to the benefit of both themselves and Irving Knight Group.

The cooperation of all employees is essential to the success of this policy. Ultimate responsibility for achieving its objectives and ensuring compliance with relevant legislation and Codes of Practice rests with Irving Knight Group. Behaviour or actions contrary to the spirit or letter of this policy will be treated as serious disciplinary matters and may result in dismissal.

All employees receive induction training covering their responsibilities and the importance of adhering to this policy.

Responsibilities

The Senior Partners of the business are responsible for delivering this policy and are accountable for its implementation.

All managers and supervisors are responsible for implementing both the spirit and letter of this policy and associated legislation. Line managers must ensure that employees are aware of the policy and understand the serious implications of breaches.

Managers are also responsible for promoting equal opportunities through their actions and leading by example.

Related Legislation

The Company recognises and complies with all relevant legislation, including:

  • The Sex Discrimination Act 1975 (as amended)
  • The Equal Pay Act 1970 (as amended)
  • The Race Relations Act 1976 (as amended)
  • The Disability Discrimination Act 1995
  • Sex Discrimination (Gender Reassignment) Regulations 1999
  • The Criminal Justice and Court Services Act 2000
  • The Rehabilitation of Offenders Act 1974
  • The Human Rights Act 1998
  • The Flexible Working Regulations 2003
  • The Age Discrimination Regulations 2006

Candidate profiles sent to clients may contain wording supplied directly by the candidate and may not necessarily reflect the views or endorsements of Irving Knight Group.

Trustpilot

FAQs

We’re here to make Executive Search easy to understand. Find answers to the most common questions below.

Our priority is fit, not speed. We take time to understand your background, goals, and motivations, then provide clear insight into each opportunity so you’re only considered for roles that truly align with your experience and ambitions.

We specialise in senior, specialist, and leadership appointments across the markets we serve. Our focus is on roles where experience, judgement, and cultural alignment are critical — typically mid- to senior-level management through to executive and board appointments.

You’ll gain honest market insight, access to high-quality opportunities, and clear guidance throughout the process. Our aim is simple: to help you make the right move, at the right time, with confidence.

No. Our services are completely free for candidates. We are retained by our client partners to manage their hiring processes, meaning there is never a cost to you at any stage.

Our role is to represent your interests professionally, provide guidance throughout the process, and help you assess opportunities objectively — without any financial obligation.

No — if anything, it gives you an advantage. We provide context, insight, and advocacy that ensure your experience and motivations are clearly understood from the outset. Our role is to strengthen your candidacy and guide you through a transparent, well-managed process.

We operate as a retained, partnership-led search firm rather than a transactional recruiter. That means fewer searches, deeper engagement, and a far higher level of commitment to outcomes. By combining sector specialism, market intelligence, and a disciplined search methodology, we deliver hires that are aligned not only to role requirements, but to culture, strategy, and long-term growth plans.

We don’t rely on databases or job advertising alone. Our searches are driven by proactive market mapping, targeted outreach, and insight gained from long-standing sector networks. Candidates are assessed on capability, leadership style, cultural alignment, and long-term potential — not just CV fit — ensuring a robust and well-informed shortlist.

Confidentiality is fundamental to how we operate. Every search is handled with discretion, clear communication, and controlled market engagement. As your representative in the market, we protect your brand, manage messaging carefully, and ensure sensitive information is only shared when appropriate — safeguarding both your business and your candidates throughout the process.

Our retained model is designed to deliver outcomes, not volume. Because we invest the time to fully understand the role, the business, and the wider context, we achieve a consistently high completion rate across our searches. More importantly, our focus is on long-term retention and impact, not short-term placement metrics.

While our process is designed to minimise risk, we recognise that circumstances can change. In the rare event a placement doesn’t succeed, we work closely with our client to address the situation and agree the most appropriate next steps. Our commitment is to the partnership and the outcome — not just the initial hire

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