In a rapidly evolving business world, traditional methods of executive search are falling short of addressing modern challenges. As organizations become more diverse and global, the need for inclusive and forward-thinking leadership recruitment has never been greater. At the forefront of this transformation is Green Park, a UK-based executive search firm that has redefined industry norms with its innovative, data-driven approach to identifying top-tier leadership talent.
Unlike many of its peers, Green Park places diversity, equity, and inclusion (DEI) at the core of its operations. Rather than focusing on replicating the past, Green Park takes a culture-add approach, bringing in leaders who introduce fresh perspectives and drive lasting organizational success.
Based out of London, Green Park was founded with a singular vision: to rethink how organizations approach leadership recruitment. From the outset, Green Park recognized that the traditional executive search model—focused on finding candidates who closely resembled the company’s existing leadership—was deeply flawed. This approach often perpetuated institutional biases and limited the scope of potential candidates, excluding highly capable individuals from diverse backgrounds.
“From the start, our mission has been clear: to challenge the norms of executive search and bring fresh, diverse perspectives to leadership roles,” says Raj Tulsiani, CEO of Green Park. “We knew that in order to create lasting impact, we had to look beyond conventional hiring practices and focus on the potential and lived experiences of candidates.”
Instead of relying on culture fit, Green Park adopted a culture add approach, which emphasizes bringing in leaders who can contribute new perspectives and ideas to the organization. Green Park’s leadership recognized that this method could better equip companies to navigate an increasingly uncertain and complex business environment.
Diversity has been at the heart of Green Park’s recruitment strategy since day one. As of today, 52% of the company’s annual executive placements are women, and 32% come from global majority backgrounds. By widening the lens through which talent is identified and evaluated, Green Park has created an executive search model that is not only more inclusive but also better aligned with the demands of modern leadership.
Challenging Conventional Wisdom
One of the key elements of Green Park’s success is its ability to challenge the entrenched assumptions that dominate the executive search industry. When the company first entered the market in 2006, many organizations were just beginning to embrace gender diversity, while other diversity initiatives were still in their infancy. The business case for diversity was not widely understood, and many organizations viewed diverse hiring practices as a “nice-to-have” rather than a critical driver of success.
Raj Tulsiani highlights this challenge: “Early on, convincing organizations that diversity is a strategic advantage rather than a checkbox exercise was a significant hurdle. But we believed in the transformative power of diverse leadership and stayed committed to our vision.”
Green Park’s approach was different. From the start, the company sought to demonstrate that diversity was not just a moral imperative but a strategic advantage. Numerous studies now show that diverse teams are more innovative, make better decisions, and ultimately deliver stronger financial performance. Green Park was ahead of the curve in recognizing this reality, and its commitment to building diverse leadership teams has been vindicated time and again.
In the wake of the global social justice movements in 2020, diversity became a more urgent priority for many organizations. However, this shift also brought challenges. Many traditional executive search firms, sensing an opportunity, began positioning themselves as experts in diversity recruitment. But while many of these firms adopted diversity as a marketing slogan, few made the operational changes necessary to deliver real results.
Green Park, by contrast, had already spent years building the processes and expertise needed to source, evaluate, and place diverse candidates in leadership roles. This experience allowed the company to stay ahead of the pack and continue delivering results for its clients even as competition in the space intensified.
A Data-Driven Approach to Diversity and Inclusion
One of the most powerful tools in Green Park’s recruitment strategy is its use of data. By leveraging sophisticated analytics and methodologies like GP Scope 9, Green Park can provide its clients with a level of transparency and fairness in the hiring process that traditional search firms simply cannot match. GP Scope 9 helps decision-makers assess candidates on a variety of criteria—ranging from experience and qualifications to cultural alignment and potential biases—thereby increasing the likelihood that diverse candidates will succeed in leadership roles.
“This data-driven approach allows us to move beyond subjective biases and make more informed, equitable decisions,” explains Raj Tulsiani. “By providing clear, actionable insights, we help our clients build leadership teams that truly reflect their organizational values and goals.”
This data-driven approach has proven especially valuable when it comes to tackling unconscious biases that can often derail the recruitment process. Too often, companies rely on subjective assessments when evaluating candidates, leading to the exclusion of individuals who don’t fit the stereotypical image of a “leader.” By providing structured, data-backed insights, Green Park helps its clients move beyond these biases and make more informed hiring decisions.
For example, Green Park’s data tools have been instrumental in helping clients identify bottlenecks in their recruitment processes. By analyzing hiring trends and candidate feedback, the firm can pinpoint where organizations may be unintentionally excluding diverse talent and offer strategies to counteract these issues. This evidence-based approach ensures that diversity is not just a checkbox exercise, but a meaningful driver of organizational success.
Global Reach, Local Expertise
While Green Park is based in the UK, its influence extends far beyond its home market. The company has delivered work in over 55 countries, and its global reach has played a critical role in shaping its approach to diversity. One of the key lessons Green Park has learned from its international work is that workplace cultures can vary significantly from region to region. By adapting its recruitment strategies to local conditions, Green Park ensures that its clients can build leadership teams that are not only diverse but also culturally aligned with the regions in which they operate.
At the same time, Green Park’s global perspective has allowed the company to help clients broaden their talent pools without compromising on quality. In many cases, organizations may be hesitant to look outside their immediate networks for leadership candidates, fearing that individuals from different backgrounds may not understand the company’s unique culture or challenges. Green Park’s extensive global experience allows it to reassure clients that expanding the search beyond traditional boundaries can lead to stronger, more resilient leadership teams.
Supporting Communities through Corporate Stewardship
In addition to its core executive search services, Green Park has also made a significant impact through its community interest projects. The company has established a community interest company (CIC) that supports over five million people across various UK organizations. This CIC provides best practice guides and offers support to over 2,000 individuals, connecting lived experiences with the influence of board-level leaders.
“Corporate stewardship is not just about delivering results for our clients; it’s about making a positive impact on the broader community,” says Raj Tulsiani. “By linking grassroots experiences with leadership, we help create a more inclusive society while fostering a stronger, more diverse talent pipeline.”
The Road Ahead
Looking ahead, Green Park has ambitious plans to continue shaping the future of leadership recruitment. Over the next 12-18 months, the company intends to deepen its focus on AI-driven tools and advisory services, helping clients navigate the evolving challenges of talent acquisition in an increasingly uncertain world. As the debate over remote work, corporate culture, and workplace diversity intensifies, Green Park aims to provide clients with the insights and strategies they need to build more resilient, productive leadership teams. “We are proud to be at the forefront of redefining executive search, but our work is far from over. Our commitment to diversity, innovation, and community impact will continue to guide us as we help organizations navigate the complexities of the modern business world,” concludes Raj Tulsani.
Pull Quote: From the start, our mission has been clear: to challenge the norms of executive search and bring fresh, diverse perspectives to leadership roles.
About the Company: Green Park is an award-winning consultancy that offers Executive Search, Interim Management, Board Advisory, Diversity & Inclusion and Managed Service People Solutions across the private, public and third sectors.Championing diversity and inclusion, Green Park is changing the face of leadership by helping organisations think differently about talent in the UK’s top boardrooms.
Executive Name: Raj Tulsiani
Title: CEO
Company Name: Green Park
Website: www.green-park.co.uk
Headquarters: London
