With International Women’s Day just around the corner, we sat down with our Founder Angela Cameron to talk about her new venture LEAD Executive Search, her leadership philosophy, and how she’s redefining executive search with an equality-first mindset.
Building on Angela’s success in establishing one of New Zealand’s most awarded recruitment firms, Consult Recruitment, LEAD brings a unique approach to executive search and impact leadership.
What inspired you to establish LEAD Executive Search | Impact Leadership, and how has your vision evolved?
“I started LEAD after seeing a real gap in how executive search was being done. I’d worked with several firms as a client and in my earlier days as a candidate, and often felt the human element was missing. My vision was to create a more relationship-driven approach where we truly understand both the client’s culture, the business and leadership challenges they were facing and the executive’s career aspirations.
Over time, that core vision hasn’t changed dramatically, but it has deepened. We’ve become much more focused on the long-term success of our placements, not just filling positions. We now offer leadership assessments and will soon provide leadership development services alongside our search services because we’ve seen how crucial ongoing support is for both the executives and the organisations they join.”
What unique perspectives do you bring as a woman to the talent or executive search acquisition process?
“I think I naturally prioritise emotional intelligence alongside technical skills. In executive search, there’s traditionally been a heavy emphasis on measurable achievements and industry experience, which are absolutely important. But I’ve found that understanding a person’s adaptability, their approach to challenges, and how they build relationships can be equally valuable predictors of success. There is also a move towards authentic or impact-led leadership, and this excites me both because it has lacked in traditional executive search and leadership development approaches and because I believe the world needs more authentic and impact-led leaders.
I also tend to create environments where candidates feel comfortable showing their authentic selves rather than just their polished ‘interview persona.’ This gives us deeper insights into how they’d actually operate within a team. It’s not necessarily about being a woman – many of my male colleagues share this approach – but perhaps my experiences have made me particularly attuned to these aspects.”
What significant barriers have you faced as a female founder, and how did you overcome them?
“Access to networks was probably my biggest initial challenge. In executive search, your network is everything, and many of the established business networks had been built through relationships I wasn’t naturally part of – golf clubs, certain groups, and industry bodies that were predominantly male in the past; this is changing, but it still stands to be true at certain levels.
I overcame this by being very intentional about building my networks. Instead of trying to fit into existing structures, I created opportunities for connection that aligned with my strengths. I hosted small, focused events bringing together diverse leaders, invested time in genuine one-on-one relationship building, and made myself valuable through knowledge sharing rather than just seeking connections. The term networking can be intimidating for many, so I reframe this as ‘how and where can I add value in areas I am genuinely passionate about and can make a genuine difference’, so I focus my efforts in those spaces.
Credibility can be another challenge not just in executive search but in business leadership in general, not necessarily because of gender, but it can play a part unconsciously. Being a new entrant in any field with established players requires credibility. I’ve addressed this in the businesses I’ve founded or led by focusing on quality over quantity from day one, choosing to work with fewer clients but delivering exceptional results that generated referrals or word of mouth opportunities.”
How does LEAD approach gender diversity and equality in leadership?
“We approach diversity pragmatically as a business advantage rather than just a compliance issue. When working with clients, we present diverse candidate pools not because it’s the ‘right thing to do,’ though it is, but because it gives them access to the full spectrum of available talent.
The conversations have evolved from having to convince clients about the value of diversity to more intentional discussions about creating environments where diverse leaders can succeed. Many organisations have improved their hiring, but retention is where the real challenge lies. We talk openly about unconscious bias, about measuring performance objectively, and about the specific support different leaders might need.
We also practice what we preach. Our own team represents diverse backgrounds and perspectives, which gives us credibility when discussing these issues with clients.”
What advice would you give to young women aspiring to build careers or launch businesses?
“Focus on building genuine expertise in your field. Knowledge creates confidence and credibility that’s hard to dismiss. I spent years learning every aspect of recruitment and impact-led leadership approaches before launching LEAD.
Find mentors and champions, but be strategic about whose advice you take. Not everyone with success has the wisdom to share what is relevant to your journey. I’ve had some wonderful times and equally some challenging experiences – so having people in your corner is key.
Be your own true self – people will follow you if you are authentic and passionate about what you are trying to achieve. Many females struggle with ‘being too direct’ – ironically, something that is celebrated in male leaders. I’ve found that I’ve been the best leader when I have been in my authentic leadership style – which is growth-focused, upfront, transparent, kind and optimistic. When I’ve been at my worst as a leader, I haven’t been true to my own leadership style and strengths.
Develop financial literacy early. Understanding the numbers of your business or being able to speak the language of business finance opens doors and ensures you maintain control of your ventures. I’m a qualified accountant, which has helped me hugely in business, but anyone can and should build financial literacy early. It’s game-changing for all aspects of business – be it getting support from your board right through to sharing your company’s performance. I’d also add that it’s not the only or necessarily lead measure of a business – Be clear on the non-financial metrics that demonstrate progress to achieving your business goals – things like culture, engagement and well-being.
Finally, build support systems both professionally and personally. Success rarely happens in isolation, and having people who can step in when you need to focus elsewhere is invaluable.
And remember that setbacks are part of everyone’s journey, not evidence that you don’t belong. The ability to learn, adapt, and persist matters more than getting everything right the first time.
A good friend of mine who has helped me in business always says, “Start by Starting,” and I love this mantra to all things business and personal.”
Connect With LEAD
Organisations looking for transformative leadership, or leaders ready for their next meaningful challenge, can connect directly with LEAD to explore opportunities.
For more information, contact LEAD at [email protected]
Follow LEAD on LinkedIn.
About LEAD
LEAD | Executive Search | Impact Leadership | New Zealand
At LEAD Executive Search, we believe transformative leadership starts well before leadership roles become available. Our integrated approach to executive search and impact leadership means we’re already connected with exceptional talent before opportunities even arise, giving our clients access to leaders who are ready to meet today’s needs and tomorrow’s succession plans.
We specialise in finding the kind of executive talent that’s hard to reach: the leaders who can truly help a business grow, evolve, and thrive.
And we’re proud to play a role in advancing impact leadership across New Zealand and beyond.
LEAD — Tomorrow’s Leaders. Today.
