Global Investment Bank
Succession Planning for a Chief Auditor (SMF5)
Background
This engagement began not with a vacancy, but with a conversation. A global Investment Bank with a well-established internal audit function wanted to ensure that when their Regional Chief Auditor eventually moved on, the transition would be seamless, the function would not miss a step, and the incoming leader would be someone the board, the Audit Committee, and regulators could have immediate confidence in.
The brief was clear: identify a successor of genuine calibre, ideally already operating at a senior level within a Tier 1 investment bank, with the breadth of technical and leadership experience to step into an SMF5 role without a learning curve.
The Brief
Andy Winterburgh conducted a thorough briefing with the incumbent SMF5 and HR to understand not just the role specification but the firm's audit culture, board dynamics, and what the incoming leader would need to demonstrate. Understanding how candidates would be assessed at the most senior level and what the firm's leadership genuinely valued shaped the search criteria precisely: a senior audit leader from a Tier 1 investment bank, with broad audit coverage, proven regulatory relationships, and the personal authority to lead a significant team.
The Search
Given the seniority and the specific candidate profile required, the universe of genuinely credible candidates was deliberately narrow. Andy mapped the market systematically, focusing exclusively on senior audit leadership roles within Tier 1 global investment banks. Candidates were approached personally and confidentially, the client's identity was protected throughout initial conversations.
Only candidates who met every element of the brief were taken forward. The shortlist presented was small, intentional, and thoroughly assessed.
The Outcome
A measure of the quality of the search was that the process concluded with two candidates at final stage, both of whom the client considered exceptional, reflecting the rigour of the mapping process rather than good fortune.
The selected candidate was a high-calibre senior audit leader from a leading US investment bank, bringing broad technical experience, alongside significant experience presenting to risk and audit committees and managing regulatory relationships.
Planning a Head of Audit Appointment?
Whether you have an immediate vacancy or are planning ahead, the right time to speak to Andy Winterburgh is before the pressure is on.
Head of Audit appointments are among the most consequential hiring decisions a financial services firm makes. Getting it right matters, and getting it wrong is costly well beyond the recruitment fee.
Succession Planning Many of Andy's most successful appointments began as a conversation well before a vacancy existed. A planned succession allows time to identify the right candidate and manage the transition.
Immediate Requirements If you have an urgent vacancy, Andy can move quickly without compromising quality. Because he maintains candidate relationships continuously, not just when a search is active, Hybridge can compress timelines that traditional search firms cannot match.
Complete Confidentiality All conversations are strictly confidential. Many clients speak to Andy before making any internal decision about how to proceed. That is precisely the right time to get in touch.
To discuss a senior internal audit appointment, contact Andy Winterburgh directly at andyw@hybridge.co.uk
How our SMF5 searches work in practice
Each search follows a structured four-stage process:
Stage 1 — The Brief. Andy conducts a detailed briefing with the relevant stakeholders to understand not just the role specification but the firm's culture, audit methodology, regulatory relationships, and what success looks like in the first 12 months.
Stage 2 — Market Mapping. A comprehensive map of every credible candidate in the market is compiled, drawing on 25 years of relationships and live market intelligence. This is not a database search, it is a current, human assessment of who is genuinely available, who could be approached, and who represents the right fit.
Stage 3 — Discreet Outreach. Candidates are approached personally and confidentially. The client's identity is protected until mutual interest is established. Only a carefully selected shortlist is presented.
Stage 4 — Process Management. Andy manages the entire interview and selection process, provides candidate feedback, handles offer negotiation, and remains available throughout the notice period and into the candidate's first weeks in role.
