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Bespoke Career Advisory
for Executives

The International Center for Executive Options (ICEO) is a global strategic partner to organizations and leaders offering executive career advisory services. We provide a distinct, transformational experience backed by the peer-level partnership of our advisors and experts.

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Leadership decisions have a lasting impact

As strategic decision makers and stewards of your corporate brand, the stakes are simply higher when considering executive talent.
Performance
Failing to set up executives for success as they lead through change can come at a high cost. Organizations that equip their leaders to lean into new career challenges should expect to achieve ROI on their investment.
Business continuity
Thoughtful succession offers an opportunity to achieve the greatest retention of intellectual knowledge and facilitates the smoothest handover for the departing leader, their successor and the organization.
Employer brand
Leadership career decisions are highly visible, internally and externally, adding complexity to reputation and brand management for both the executive and the organization.

Transformational experiences for senior leaders

ICEO provides a distinct, highly personalized, and transformational experience backed by the peer partnership of our advisors.
Mentoring
Whether leading through an M&A or transformation, navigating a new boss, or managing relationships in the board room, having a peer level mentor who has faced similar challenges will ready executives to stretch their boundaries and maximize their impact.
Onboarding & Integration
According to the Harvard Business Review, one-third to one-half of new chief executives fail within their first 18 months. Ensuring your leaders have the right support and guidance to help them accelerate their new role success will provide lasting value to the organization.
Departures & Succession
Whether it’s a sudden change like M&A, or the planned succession of a long-standing leader, providing your departing executives with comprehensive support ensures the best outcomes for the organization and the executive.
Having someone that has gone through exactly what I'm going through was incredibly important and comforting. My Peer Advisor had a similar background coming from a Fortune 50 company. There was always this coaching and insight, and he became a mentor to me through the process.
Lee Cooper
Board Member, Leiters

Expand your executive network

As an ICEO alum, you are invited to join our global executive network and unlock opportunities for professional growth and collaboration. Connect with industry peers, exchange insights, and stay ahead of the curve in a rapidly evolving business landscape. Expand your network, enhance your knowledge, and make lasting connections.

Expand your executive network

As an ICEO alum, you are invited to join our global executive network and unlock opportunities for professional growth and collaboration. Connect with industry peers, exchange insights, and stay ahead of the curve in a rapidly evolving business landscape. Expand your network, enhance your knowledge, and make lasting connections.

Executive insights

Hear thought-provoking perspectives to help senior leaders stay up to date on the latest thinking.
5 formas de reducir la necesidad de despidos
Qué hay que tener en cuenta al considerar cómo se podrían haber reducido o evitado los despidos.
De Recursos Humanos (RRHH) a Gestión de Talento
Recursos Humanos (RR.HH.) y gestión de talento han ido siempre de la mano. Por ello, son muchos los que creen que son dos términos que significan lo mismo.
De la ecología a la sostenibilidad desde una perspectiva ecológica y de recursos humanos. Ponerle rostro humano a la sostenibilidad.
Es innegable la urgente necesidad de desencadenar una nueva generación de iniciativas de recualificación y mejora de las competencias para que el mayor número posible de personas pueda prepararse lo antes posible para los empleos del futuro.
De reemplazable a renovable: La creación de una mano de obra preparada para el futuro
La economía de la reestructuración tradicional ha dejado de tener sentido en la actualidad. Contratar y despedir a trabajadores simultáneamente es caro, supone un desperdicio de recursos, destruye el compromiso y la moral, e inflige heridas fatales a la marca.