We specialize in retained and engaged executive search for mission-critical leadership hires. Every search we take on receives our full commitment and full attention from day one.
We specialize in retained and engaged executive search for mission-critical leadership hires. We fill Director, Vice President, and C-suite positions for companies when making the wrong hire is not an option. That means finance, operations, technology, HR, and general management. When the stakes matter, you cannot afford a mis-hire.
Functions We Search
CFO, VP Finance, Controller, Chief Accounting Officer
COO, VP Operations, Director of Operations
CIO, CTO, VP Engineering, VP Information Technology
CHRO, Chief People Officer, VP Human Resources
CRO, Chief Commercial Officer, VP Sales, VP Business Development
CEO, President, COO, Managing Director
Most executive search firms take the brief at face value. We don't.
Before we contact a single candidate, we spend real time understanding the business situation behind the hire. Not just the job description. The context. The gap. The team dynamics. The mandate the new leader will walk into. And whether the position as defined is actually the right solution to the problem the company is trying to solve.
A thorough diagnostic is the foundation of a great search, because the brief is wrong more often than most companies want to admit. Not wrong because someone made a mistake, but because the business has evolved, the situation has changed, or the internal conversation about the position hasn't fully caught up to what the company actually needs.
We've seen it happen repeatedly. A founder who thought they needed a Chief Growth Officer. Our diagnostic process revealed what she really needed was a CEO. A leadership team convinced they needed a CTO. The real need was actually a CIO who could build an IT function, not a product technology roadmap. A company that had tried to fill a position for months and kept coming up empty. In each case, the brief itself was the problem.
Getting the brief right before the search starts is not a billable extra. It is part of the work. And it is what separates a search that produces the right hire from one that just produces a hire.
We start by understanding the business, not just the position. Who does this person report to. What does the team look like. What has been tried before and why it didn't work. What does success look like at thirty, sixty, and ninety days, and what does the right person need to be able to do from day one. We pressure-test the brief until we are confident we are solving the right problem.
Many of the best candidates for senior positions are not actively looking. They are well-compensated, challenged, and satisfied where they are. Before we approach anyone, we build a compelling case for why this opportunity is worth their attention. The story has to be specific, credible, and honest. Generic job descriptions don't move senior leaders. A well-constructed EVP does.
We cast a wide net before we narrow the field. We do not rely on public job postings. Every candidate is identified and approached directly and discreetly using multiple methods and multiple touchpoints. No job board. No market signals. No leaks.
We assess deeply before we present. Every candidate has been thoroughly vetted against the brief, the culture, and the mandate before you see a single name. We deliver a longlist of 8-10 candidates that are qualified, interested, and assessed. From there, we work with you to jointly identify the top 3-4 candidates to interview — the Shortlist. Not a stack of resumes to sort through.
We manage the full process through offer and close, including advisory support, offer structuring, and negotiation. We stand behind every placement with a 90-day guarantee. If the hire does not work out, we make it right. Typical placement timeline is four to seven weeks.
We are selective about the work we take on. Not because we are difficult to work with, but because the model only works for the right kind of search.
If you need to fill ten positions quickly across multiple levels, we are not your firm. We run a limited number of searches at any time and every one gets senior attention. Volume and quality at this level do not coexist.
If the only priority is filling the seat as fast as possible and quality is secondary, we are the wrong call. We move efficiently, four to seven weeks on average, but we do not cut corners to get there.
We do not send profiles and wait for feedback. We assess, narrow, and deliver a shortlist of candidates who are qualified, interested, and ready to have a real conversation.
If the position is junior, transactional, or straightforward enough that your internal team can handle it with the right resources, let them. We are built for searches that are senior, sensitive, stalled, or too important to get wrong.
If a client needs us to execute on a fixed brief with no room for diagnostic input, we are probably not the right partner. The diagnostic work is not optional. It is how we protect the outcome.
The position is confidential. The brief is unclear. Internal recruiting has stalled. The hire reports to the CEO, board, or PE sponsor. A previous search didn't work. The wrong hire would be expensive. You need a market read before you commit.
If any of those describe where you are, reach out. A short conversation is all it takes to know whether we are the right fit.