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Storm & Company | Retained Executive Recruitment — 18 websites ranked by shared content topics, category and on-page relevance.

Each result shows its full tech stack, contacts and AI-policy — not just a name · Browse all sites in Human Resources →

Domain	Match	Title	Country/Lang	Category	AI files	Contact	AI-protection
bournerecruitment.co.uk ↗	73 match 2 shared topics	Bourne Recruitment Agency \| Executive Jobs In Africa	GB en	human-resources WordPress	robotsllmsaihumans	emailphone	none
traksearch.com ↗	72 match 2 shared topics	Trak Search - A specialist executive recruitment firm	en	human-resources WordPress	robotsllmsaihumans	emailphone	none
globalretailconsulting.co.uk ↗	72 match 2 shared topics	International Retail Executive Search Firm \| Global Retail Recruitment	GB en	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none
globalretailrecruitment.co.uk ↗	72 match 2 shared topics	International Retail Executive Search Firm \| Global Retail Recruitment	GB en	executive-leadership-and-management WordPress	robotsllmsaihumans	emailphone	none
kydapartners.com ↗	72 match 2 shared topics	KYDA Partners \| Executive Search & Recruitment	en	human-resources	robotsllmsaihumans	email phone	none
rockhallrecruit.com ↗	72 match 2 shared topics	Rockhall - Recruitment &amp; Executive Search	en	executive-leadership-and-management	robotsllmsaihumans	emailphone	none
rockhallrecruit.co.uk ↗	72 match 2 shared topics	Rockhall - Recruitment &amp; Executive Search	GB en	executive-leadership-and-management	robotsllmsaihumans	emailphone	none
6twelvegroup.net ↗	71 match 2 shared topics	Executive Recruiting Services \| 6TWELVEGROUP	en	human-resources WordPress	robotsllmsaihumans	emailphone	none
ftwexecutivesearch.com ↗	71 match 2 shared topics	FTW Executive Search specialists in executive recruitment	en	executive-leadership-and-management	robotsllmsaihumans	emailphone	none
yscouts.com ↗	71 match 2 shared topics	Purpose-Driven Executive Search & Leadership Recruitment	US~ en	human-resources WordPress	robotsllmsaihumans	emailphone	none
europesolutions.co.uk ↗	71 match 2 shared topics	Recruitment Agency Warsaw - Executive Search	GB en	human-resources Squarespace Magento	robotsllmsaihumans	emailphone	none
claytondesant.com ↗	71 match 2 shared topics	Public Affairs Recruitment \| Executive Search \| Clayton Desant	en	human-resources WordPress WooCommerce	robotsllmsaihumans	emailphone	none
academyrecruiters.com ↗	71 match 2 shared topics	Academy Recruiters Executive Search Firm	en	human-resources	robotsllmsaihumans	emailphone	none
addilon.com ↗	70 match 2 shared topics	Addilon — Executive Search, Recruitment & Interim Management	en	human-resources	robotsllmsaihumans	emailphone	none
trehunter.com ↗	70 match 2 shared topics	TreHunter \| Executive Search & Technology Recruitment	US~ en	human-resources	robotsllmsaihumans	emailphone	none
travisandco.com ↗	70 match 2 shared topics	Travis & Company \| Medtech Executive Headhunters and Search Firm	US~ en	executive-leadership-and-management	robotsllmsaihumans	email phone	none
adjacencyrecruitment.co.uk ↗	70 match 2 shared topics	Adjacency: Leading Recruitment Agency & Executive Search	GB en	human-resources	robotsllmsaihumans	emailphone	none
clickexecsearch.com ↗	70 match 2 shared topics	Executive Search Firm \| C-Suite and Board Recruitment \| Click Partners	en	human-resources WordPress	robotsllmsaihumans	emailphone	none

How the match score works

Each match is a 0–100 similarity score — the higher it is, the more two sites resemble one another. It’s computed automatically from our own crawl data (never from what a site says about itself) by combining several independent signals, so a high score means several of them point the same way:

shared topics how many of the same fine‑grained content topics (IAB sub‑categories) both sites cover — the main signal.
same category whether they sit in the same business / industry category.
content & title how closely their titles and page descriptions line up in wording and meaning.

No single signal decides the result — they’re blended together. Treat the score as a way to rank candidates rather than an absolute percentage; the chips on each result show which signals contributed.