Privacy Notice
LAST UPDATED: 14 AUGUST 2026
HM WigCott Ltd, trading as Hunter-Miller (“Hunter-Miller”, “we”, “us” or “our”), is a retained executive search firm based in the UK.
We respect your privacy and are committed to handling personal information responsibly and transparently. This Privacy Notice explains what personal information we collect, how we use it, where we obtain it from, who we may share it with and the rights you have in relation to your information.
Hunter-Miller is the controller of personal information that we process for our own purposes, except where we process information solely on behalf of a client and the client is the controller.
1. Who we are
HM WigCott Ltd trading as Hunter-Miller
20 Grosvenor Place
London
SW1X 7HN
Email: enquiries@hunter-miller.com
If you have any questions about this Privacy Notice or how we use your personal information, please contact us at the email address above.
2. Whose personal information we process
In the course of our business, we may process information about:
candidates and potential candidates;
clients and prospective clients, including people working for client organisations;
referees and other professional contacts who provide information about candidates;
people who introduce us to potential candidates or clients;
suppliers and professional advisers;
people who contact us through our website or otherwise communicate with us; and
visitors to our website.
3. Information we collect
The information we process depends on our relationship with you and the circumstances in which we obtain it.
CANDIDATES AND POTENTIAL CANDIDATES
We may process information such as:
name and contact details;
current and previous employment;
career history and experience;
education and professional qualifications;
skills, expertise and professional interests;
current and previous job titles and responsibilities;
information contained in a CV, biography or professional profile;
remuneration and benefits information where relevant to a search;
information about career aspirations and preferences;
interview notes and our assessment of your suitability for a particular assignment;
information provided by referees and other professional contacts;
publicly available professional information;
information about your interactions with Hunter-Miller; and
other information you choose to provide to us that is relevant to an executive search.
We may also process certain special category information where it is necessary and lawful to do so. We will only process such information where an appropriate legal condition applies.
We will not routinely ask candidates for information that is not relevant to an assignment.
CLIENTS AND PROFESSIONAL SOURCES
We may process:
name and contact details;
job title and professional information;
details of your organisation;
information about your organisation and its requirements;
communications and correspondence with you; and
information relevant to a current or potential search assignment.
REFEREES AND PROFESSIONAL SOURCES
Where you provide a reference or other information about a candidate, we may process:
your name and contact details;
your professional role and employment information;
your relationship with the candidate; and
information you provide about the candidate.
4. How we obtain personal information
We may obtain personal information:
directly from you;
when you contact us or provide your CV or other information;
during conversations, interviews or meetings;
from a client in connection with a search;
from referees or other professional contacts;
from people who recommend or introduce candidates or clients;
from publicly available professional sources, including LinkedIn and other professional networking platforms;
from company websites and professional biographies;
from press and other publicly available media;
from Companies House and other publicly available corporate information; and
from other sources where the information is relevant to an executive search.
Executive search is a relationship-led business, and we may identify and contact potential candidates who have not previously
approached us.
Where we obtain information about you from another source, we will provide the privacy information required by applicable data
protection law.
5. How we use personal information
We use personal information where necessary to:
identify and assess candidates for executive search assignments;
contact potential candidates about relevant opportunities;
understand candidates’ experience, capabilities and career aspirations;
provide candidate information to clients where appropriate in connection with a search;
communicate with clients and understand their recruitment requirements;
conduct searches, interviews, assessments and reference checks;
maintain professional relationships with candidates, clients and contacts;
respond to enquiries;
manage our business and relationships;
improve our services;
maintain appropriate records;
comply with legal and regulatory obligations;
protect our business, systems and information; and
establish, exercise or defend legal claims.
We may also use information to send relevant communications about Hunter-Miller, our services or insights where this is lawful and appropriate.
6. Our legal bases for processing
We only process personal information where we have a lawful basis to do so under applicable data protection law.
Depending on the circumstances, this may include:
Legitimate interests — for example, identifying and contacting potential candidates, conducting executive searches, managing client relationships and operating our business, where those interests are not overridden by your rights and interests.
Contract — where processing is necessary to enter into or perform a contract with you.
Legal obligation — where we need to process information to comply with a legal or regulatory requirement.
Consent — where we have asked for your consent and consent is the appropriate legal basis.
Where we rely on consent, you can withdraw it at any time. Withdrawing consent does not affect the lawfulness of processing carried out before you withdrew it.
7. Sharing personal information
We may share personal information where necessary and lawful with:
clients in connection with executive search assignments;
candidates, where appropriate, in connection with an assignment;
referees and professional contacts;
professional advisers and service providers supporting our business;
technology, hosting, communications and other service providers;
background-check or verification providers where relevant and lawful;
regulators, law-enforcement bodies or other authorities where required; and
other parties where necessary to protect our legal rights or comply with our obligations.
Where we use a third party to process personal information on our behalf, we take appropriate steps to ensure that the information is handled securely and in accordance with applicable data protection requirements.
8. International transfers
Some of our service providers or other recipients may process personal information outside the UK.
Where personal information is transferred outside the UK, we will ensure that an appropriate legal mechanism and safeguards are in place as required by applicable data protection law.
9. Our database and professional records
Hunter-Miller currently uses a bespoke database application built using Claris FileMaker, a platform developed by Claris International Inc., to manage candidate, client and professional relationship information.
Because executive search relationships can develop over many years, we may retain relevant professional information for an extended period where there remains a legitimate and ongoing business purpose for doing so.
We do not retain personal information simply because we can. We periodically review the information we hold and will delete, anonymise or update information where it is no longer necessary or relevant.
If you ask us to delete or update information we hold about you, we will comply with your request where we are required or able to do so under applicable data protection law. If there is a lawful reason why particular information needs to be retained, we will explain this to you.
10. Retention
We retain personal information for as long as is reasonably necessary for the purposes for which it is held, taking into account the nature of our long-term professional relationships with candidates and clients.
In particular, we may retain relevant professional and career information about candidates for an extended period where we reasonably consider that the information remains relevant to our executive search business and there is an ongoing or reasonably anticipated professional relationship.
We periodically review our records and will delete or anonymise information where there is no longer a legitimate reason to retain identifiable personal information.
We may retain limited information for longer where necessary to establish, exercise or defend legal claims, comply with legal obligations, maintain records of our professional relationships, or respect an individual’s request not to receive further communications.
11. Marketing communications
We may use personal information to send relevant business or marketing communications, including updates, insights and other information about Hunter-Miller.
Where required by law, we will obtain your consent before sending electronic marketing communications. We will always provide an appropriate means of opting out of marketing communications, and you can object to direct marketing at any time.
We currently use Intuit Mailchimp to distribute certain email communications. Mailchimp may process personal information on our behalf for this purpose.
Receiving marketing communications is separate from communications that are necessary or relevant to an executive search or an existing professional relationship.
12. Background and
pre-employment checks
Hunter-Miller does not routinely conduct formal background, identity, criminal-record or other pre-employment checks itself.
Where a client requires formal checks as part of an appointment process, these may be carried out by the client or by an appropriate third-party provider. Where Hunter-Miller is involved in facilitating such a process, we will only process and share the relevant information where there is an appropriate lawful basis to do so.
13. Website and cookies
Our current website does not use analytics services such as Google Analytics.
The website may use cookies or similar technologies that are necessary for its operation.
If we introduce non-essential analytics, advertising or other tracking technologies in future, we will provide appropriate information and obtain consent where required before using them.
We will update this Privacy Notice where necessary to reflect material changes to the technologies used on our website.
14. Security
We take appropriate technical and organisational measures to protect personal information against unauthorised access, loss, misuse, alteration or disclosure.
Access to personal information is limited to people who need it for legitimate business purposes, and we expect our service providers to apply appropriate security measures.
15. Automated
decision-making
Hunter-Miller does not make decisions about candidates based solely on automated processing that produce legal or similarly significant effects.
16. Your rights
Depending on the circumstances and the legal basis on which we process your information, you may have rights including:
to ask for access to the personal information we hold about you;
to ask us to correct inaccurate or incomplete information;
to ask us to erase your information;
to ask us to restrict how we use your information;
to object to certain processing, including processing based on legitimate interests;
to ask for your information to be provided to you or another organisation in a portable format, where applicable; and
where processing is based on consent, to withdraw your consent.
These rights are not absolute and may be subject to legal exceptions.
To exercise your rights, please contact us at
enquiries@hunter-miller.com
We may need to ask for information to verify your identity before responding to a request.
YOUR RIGHT TO OBJECT
You have the right to object to the processing of your personal information in certain circumstances, including where we process it for direct marketing purposes.
If you object to the use of your information for direct marketing, we will stop using your information for that purpose.
17. Candidates who do not contact us directly
Because executive search involves identifying potential candidates proactively, we may sometimes obtain information about you from publicly available sources or from another person or organisation rather than directly from you.
Where this happens, we will provide the privacy information required by law, including information about the categories of information we have obtained and its source where required.
If you do not wish to be contacted about a particular opportunity, or would like us to update or delete information we hold about you where applicable, please contact us.
18. Complaints
If you have concerns about how we have handled your personal information, please contact us first so that we have an opportunity to address them.
You also have the right to complain to the UK’s data protection regulator:
Information Commissioner’s Office (ICO)
Website: Information Commissioner's Office
19. Changes to this Privacy Notice
We may update this Privacy Notice from time to time to reflect changes to our business, the services we provide, the information we process or applicable legal requirements.
The latest version will be published on our website with its effective date.
LAST UPDATED: 14 AUGUST 2026