Start with the work the Neutral may need to do. Then refine by sector, jurisdiction, language, experience and current professional standing. The aim is not a long list. It is a useful shortlist.
The professional search should move naturally from requirement to fit, then into due diligence before an appointment is made.
Start with practice and mandate before narrowing by name.
Sector, jurisdiction, language and commercial setting can refine the search.
Standing, conflicts, independence, availability and mandate acceptance.
Leave fields open when the requirement is still developing. The directory should help the search become clearer rather than force a false precision too early.
Only currently published professional records are shown.
Arbitrator & Mediator
Published record: Julia E. Sullivan is an attorney in the United States, a solicitor in England and Wales, and an international arbitrator. She has more than 30 years of experience in the…
Mediator, Trainer of Mediators
Published record: Victoria D. Liouta is an Attorney, Mediator and Trainer of Mediators, International Arbitrator and Fellow of CIArb, Negotiator, Facilitator and has Master’s Degree in Maritime Law. She has worked in…
Arbitrator & Mediator
Published record: Over thirty-two years’ experience in Civil Engineering and Arbitration, Dispute Resolution and Mediation. Expert witness, claims consulting, mediation and dispute resolution on structural works, buildings, roads and rail projects. Work…
Arbitrator & Mediator
Published record: Client Quotations Craig Connal has a velvet glove and iron fist where necessary. A rapier like mind, yet with a calming, patient and very supportive manner.He has a great wealth…
Arbitrator & Mediator
Published record: Nicholas is an Asia-based offshore litigator handling complex multi-jurisdictional disputes spanning banking, insolvency and restructuring, shareholder disputes, trusts, and general commercial matters. He advises in relation to matters before the…
Arbitrator & Mediator
Published record: She is also a member of the National Academy of Distinguished Neutrals. She holds a Certificate in Dispute Resolution from Pepperdine Law School-Straus Institute, a Diploma in International Arbitration, and…
Arbitrator & Mediator
Published record: Gregg held Executive Director roles within all organisations and was CEDR’s first Global Group Director of Dispute Resolution. ?In April 2016 Gregg formed Hunt ADR Limited which is registered with…
Arbitrator & Mediator
Published record: Profession: Structural/Civil Engineer Detailed Tasks Normally Assigned: Prime contract responsibility; Key meetings attendance; Project schedule monitoring; Structural/Civil Design Calculations and Drawings; Technical Documents assembly and monitoring; Quality control; Projects Supervision;…
Arbitrator & Mediator
Published record: Experience of varied industry verticals including Seamless & Hydraulics Tubes, Aviation, Power, Captive Port, FMCG, IT Hardware & Software, Weighing Scales, Pharmaceuticals, Cement, Zinc, Glass Fiber, Composites, Metals, Infrastructure and…
Arbitrator & Mediator
Published record: In high school, I joined the debate team, where I met my law partner Clarissa Rodriguez, because I thought that being a lawyer meant arguing loudly and continuously until others…
A good search considers the role, the subject matter, the legal or commercial setting, the working relationship and the professional standing behind the name.
Can this professional perform the Neutral function the matter actually needs?
Does sector knowledge materially improve the quality of the work?
Does the matter need local familiarity, cross-border fluency or both?
What experience is useful for this mandate rather than simply impressive in general?
Verify the person's published credential and professional standing before appointment.
A short comparison helps separate professional fit from general prestige. The comparison view places the relevant published fields side by side.
A shortlist comparison should remain grounded in verified public fields and preserve the criteria that produced the shortlist.
A strong profile may belong on the shortlist and still require checks before the professional can accept the matter. The next steps should be visible, not hidden in the fine print.
Confirm the public credential and status through the authoritative record.
Give the professional enough information to identify relevant conflicts or relationships.
Consider whether any disclosed matter affects confidence in the role.
Make sure the professional can give the matter the time the mandate requires.
Scope, authority, information access, confidentiality, output and timing should be clear.
Move into agreed terms only after the role and readiness checks are understood.
You do not need to guess the perfect title or filter combination. The assisted route can begin with the situation and help translate it into a professional search.
Keep the first step controlled. Share enough to understand the requirement without publishing confidential matter details into a public search.
Start with the professional function the matter needs.
SECTOR Search by subject contextFind professional capability around the field in which the matter sits.
JURISDICTION Search by marketMove into country pages and cross-border professional context.
VERIFY Open the Global RegisterConfirm current professional standing when you already know the person.
The shortlist should become smaller because the user understands the role better, not because the interface ranks people invisibly.
Clarify whether the need is mediation, evaluation, standing capability, chairing, determination, facilitation, Ombuds or another role.
Use sector, jurisdiction, language, corridor and experience filters only where they affect the professional fit.
Open the professional record and inspect the role-specific evidence rather than relying on the search card alone.
Use the institutional verification route to confirm the credential record is current.
Compare the most relevant professionals, then move into conflicts, availability, mandate and acceptance.
A decision becomes more defensible when the user can see why each professional remained in consideration.
A strong search experience should help a board, legal team, project owner or institution explain why three professionals were considered without pretending the website made the final choice.
The interface should preserve the filters that led to the shortlist. If a user searched for Neutral Evaluation in healthcare with a particular jurisdiction context, the shortlist should retain those criteria rather than becoming a detached collection of saved names.
Each shortlisted professional should show the evidence relevant to the search. Role, sector, jurisdiction, language or corridor fields can explain relevance more usefully than a generic seniority label.
Comparison should avoid scorecards unless the institution has a defensible scoring method. Side-by-side evidence is more honest than converting professional judgement into a numerical ranking the data cannot support.
Profile depth matters especially where two professionals look similar at card level. Publications, videos, appointment history where publishable, professional contribution and richer practice descriptions can help distinguish broad relevance from strong matter fit.
Users should also be able to recognise where the public record is thin. If the current register does not contain an exact sector specialist, the interface should not infer expertise from an adjacent category merely to keep the results full.
Request a Neutral becomes useful when the user cannot translate the requirement into the right filters or when the current public record does not reveal a sufficiently clear shortlist. The request should begin with the professional question rather than with a demand for a prestigious name.
That request route should not become a referral guarantee. The institution can help clarify role and surface relevant public evidence while preserving matter-specific conflicts, suitability and acceptance.
The shortlist should also travel. A user may need to share three profiles with a board, committee or client. The comparison view should support that conversation without exporting private or unverified information.
Where a professional is part of an Annual Certified Neutrals Bench™ category, that current positioning can add context. It should remain separate from certification and should not rank the person above another certified professional automatically.
Shortlist removal should be as easy as shortlist addition. A user should be able to refine the evidence without feeling that saving a profile has created an institutional recommendation.
Ultimately, Find a Neutral should reduce search friction while increasing professional discipline. The user should leave with fewer names, better reasons and a clearer understanding of the next appointment questions.
A polished search result should not create false finality.
Know why each person fits the role, the context and the matter. Then verify standing, clear conflicts, define the mandate and move into appointment.