Finding real leadership is tough.

We put in the hard work.

We work across the media, information, technology, communications and entertainment industries. This means we can bring best practice from across sectors to your business.

Executive Search by Martin Tripp Associates

Expert Knowledge

50+ years’ experience in media, information, technology and entertainment

Obsessive About Delivery

An unparalleled success rate, from an unmatched methodology.

Global Reach

Based in London, we have worked on leadership roles across five continents.

Our Approach

A methodology that ensures success, with a six month guarantee

In a few weeks, we build networks that might take others ten years to complete. On every search,  we will talk to over 100 people to fully map the market and identify the best possible candidates. And then we filter that insight through expert face-to-face interviewing. We are so confident of our process that we offer a six month guarantee on every placement.

Candidate retention rate after four years
Our success rate in the last financial year
Number of assignments our researchers work on at a time


We always put our clients’ interests first, and work exclusively on each search. Once we are engaged on a role, we do not give up. We will only take on a client if we can share their passion. Our job is to keep on top of changes in the market so we can help our clients stay ahead of the curve.

Our history

James Dodd

James Dodd


James heads up the technology and entertainment practice within MTA. Before joining us, James ran operations for one of the UK's largest ticketing businesses, and had a varied career as actor, choreographer and recruiter. As well as recruiting senior technology roles across multiple industries, James looks after our clients in the e-commerce, video game, film and theatre sectors. James became a partner in April 2019.

+44 20 7692 0530 • +44 7775 515 866

Martin Tripp

Martin Tripp

Managing Director

After more than a decade as a manager, writer, and analyst in the UK and Africa, Martin became a headhunter in 1996, and established Martin Tripp Associates in 2008. As well as recruiting across all disciplines in the media sector, Martin has worked with a wide range of non-media clients on senior e-commerce, digital, and communications positions.

+44 20 7692 0530 • +44 7961 100 389

Matt D’Cruz

Matt D’Cruz


Matt heads up the media and information practice at Martin Tripp Associates. As a former news editor, he has spent much of his career talking to senior executives across all industries. A founder member of Martin Tripp Associates, he has recruited across a huge range of roles, from heads of strategy, product or sales through to editors and audience development leads. Matt became a Partner in the firm in June 2016.

+44 20 7692 0530 • +44 7796 326 764

Latest from the Blog

The games industry: doing diversity & inclusion right

A still from the video game, Hades, featuring the main character Zagreus and one of the game's enemies, Alecto. The game was a big winner at the BAFTA video games awards, and, featuring a bisexual main character, a great sign for diversity in the games industry.

Out there

We wrote last year about the challenges the +$138 billion games industry has had in establishing its diversity and inclusion credentials – but watching this year’s BAFTA Games Awards, I wonder if there is a lot more to celebrate than we previously noted. The increasing evidence is that large parts of the games industry and its players are some of the most inclusive and accepting communities out there. Certainly there is already a lot that other businesses could learn from the industry. Presented by

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Garbage in, garbage out: AI in recruitment

Artificial, yes. Intelligent?

Artificial Intelligence (AI) is an incredibly powerful tool with many applications; but questions have been asked about its usage in our sector. We wrote about AI recruitment technology a few years ago, and the picture hasn’t changed much, except in its uptake: AI recruitment tools now proliferate.

For people who have entered the job market in the last few years, and especially in 2020, HireVue has become a dreaded part of application processes. Even pre-pandemic, competitive grad schemes relied on HireVue as a first stage filter to their applicant pool, minimizing employee time used, while maximizing applications slashed. The reasoning behind this is fair enough: Goldman Sachs receives 250 000 applications for their graduate positions, and the rate of offers made for the big players in professional services are famously in single digits.

No surprise, though, that this shortcut has drawbacks. A Cornell University study published this January titled “Image Representations Learned with Unsupervised Pre-Training Contain Human-like Biases,” found that the machine-learning models that AI tools used by products like HireVue are based on large datasets sourced from the internet for cost-saving purposes. The conclusion of the survey: “Our results suggest

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Five steps to better employee retention

Not the way to do it.

Before the pandemic, employee retention was considered the second biggest challenge facing businesses, just behind the recruitment of talent. High employee turnover not only increases an organisation’s expenses, but also takes its toll on the business’s morale. Worse, the departing employee will often go to a competitor, turning your asset into theirs.

In 2016 LinkedIn conducted research into global recruiting trends, which revealed that 41% of respondents expected to remain in their current workplace for less than two years. 37% would stay for at least three years, while the remaining 22% were unsure how long they would stay in their current company. Their  ‘Why and How people Change Jobs’ study revealed the three main reasons workers tend to change jobs: 1) to take the next step in their careers; 2) a desire for more challenging projects; and 3) increased compensation.

To successfully improve retention rates, it is important to understand what is driving employee flight (e.g. benefits, compensation, engagement, communication, opportunity, culture etc). Once these have been identified it is possible to implement initiatives that can improve employee retention rates. Here are our top five tips.

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