Stuart Ridley is a Partner at H.I.E.C, where he collaborates with publicly listed companies and investor-backed portfolio firms to identify executive leadership and board members. As part of H.I.E.C’s Global Technology & Private Equity Practice, he specialises in working with software and SaaS companies worldwide, helping them find strategic leaders to drive their next phase of growth.

Quick Facts About Stu:

• 11 Years in executive search within the technology ecosystem
• Specialises in working with investor-backed SaaS companies to the larger brand-name market leaders.
• Successful track record of placing strategic leaders to drive the next phase of growth or transformation within his clients
• Located in the London office
• Lover of all things Italian!

What do you specialise in here at H.I.E.C, and why does it matter?

I am part of the broader technology practice, specialising in software and the software ecosystem. This ranges from large corporate clients at well-known, typically listed brands to investor-backed companies needing someone to drive growth or implement a transformation. The software sector has experienced such innovation and growth that there are numerous opportunities to partner with exciting companies. As a result, adjacent sectors have also grown and seek similar characteristics to software companies, such as embedded software and distribution.

How did you get into H.I.E.C?

I was working at a large competitor and was becoming increasingly frustrated with the pace and ability to make an impact and drive change. After meeting Philip Boyd and having him explain the mission and approach at HIEC, I realised there was a better way to partner with our clients and deliver success. This was further cemented when I met the rest of the team. I then realised how unique the market position that H.I.E.C has is—sitting in a strategic middle ground between the Big 5 firms (global reach but lack of ability to really drive change) and specialist boutiques (the agility but without the geographic reach and network to partner with technology firms).  

What is the biggest piece of advice for candidates going into an interview? 

Everyone involved in an interview process feels the pressure because it is not only about being interviewed, but also about conducting an interview and making a crucial decision on who should join the team. Therefore, you should be aware of this and focus on building rapport and putting the other person, whether the interviewer or interviewee, at ease. It goes without saying that preparation and research are essential. You need to demonstrate that you are genuinely interested, have thoughtfully considered the opportunity and the company, and have interesting questions. At H.I.E.C, we tailor all our interview advice to each candidate, providing them with a platform to best demonstrate their suitability for the role and, most importantly, to ensure cultural fit with all stakeholders involved.

What’s the most significant shift happening in your sector that most leaders aren’t seeing yet?

This will not surprise anyone, but AI remains the main topic. People view it narrowly, but it affects every element, and no one knows how it will evolve. Currently, companies focus on how AI can enhance their products or automate and streamline internal processes. However, its impact will be extensive, dramatically changing how employees interact with their work, clients, and colleagues. It requires individuals to be open to change and involves the whole team to ensure a positive outlook and collective progress through this exciting new phase. We have seen this influence grow, from small companies centred around an AI agenda to large multinationals seeking to utilise and adapt to it. Each organisation faces unique challenges due to this wide-reaching innovation, but it is very much on everyone’s radar.