Retained executive and specialist search across the leadership and one-of-one specialist roles where most US firms struggle to surface calibrated candidates.
If your search sits next to one of these but not exactly inside it, ask. We will refer rather than fake it.
VPs of Engineering, CTOs, Heads of Product, Heads of Data, Engineering Directors, Principal Engineers, Platform Leads, AI / ML Heads. Series A through public.
CFOs, VPs Finance, Controllers, FP&A Directors, Treasury Heads, Investor Relations Leads, Finance Transformation Directors, Audit Directors.
Partner-track consultants, practice leaders, specialist advisory hires across management consulting, accounting, restructuring and corporate development.
VPs Clinical Operations, Heads of Regulatory Affairs, Quality Directors, Medical Affairs Leads, Healthcare Operations Directors, Commercial Heads. Non-clinical only.
CROs, VPs Sales, Heads of Revenue, Enterprise Sales Directors, Field Sales Leaders, Strategic Account Heads, Channel Leadership, RevOps Heads.
CMOs, VPs Marketing, Heads of Brand, Heads of Demand Gen, Heads of Product Marketing, Communications Directors, Growth Leaders, Lifecycle Heads.
COOs, VPs Operations, Heads of Customer Success, Heads of Supply Chain, Operations Directors, Transformation Leaders, PMO Heads, Strategy Directors.
CHROs, VPs People, Heads of Talent, Heads of Total Rewards, L&D Directors, DEI Leaders, People Operations Directors, ER Heads.
General Counsel, VPs Legal, Heads of Compliance, Privacy Officers, Heads of Regulatory, In-house Litigation Leaders. Non-partner search only.
One-of-one specialist roles where conventional sourcing has failed. Bring us the search no one else has been able to close in three months.
The practice area shapes the network and the assessment criteria, but the discipline of the engagement is the same across the board. Whether the brief is a CRO for a Series C SaaS or a VP Regulatory Affairs for a clinical-stage biotech, the principal walks both sides through the same four-phase process so nothing slips.
A two-hour kickoff with the principal, plus the hiring decision-maker and the highest-stakes stakeholder. We come away with a written brief covering role, success criteria, comp band, ideal candidate profile, and the slate calibration markers we will reject.
Network first - candidates we already know - then a targeted longlist with messaging signed off by you. Weekly written progress reports, full transparency on who has been approached and the response.
Three to five candidates, presented as a written slate with a one-page assessment per candidate covering capability, motivation, fit, risk and reference triangulation. Each is interview-ready by your second slate-review call.
We coordinate offer, manage counter-offers, broker the start date, and run 30/60/90 placement-success calls with both sides. The placement holds because we stayed close.
Junior individual contributors. Contingent searches against three other firms. Partner-track legal hires inside law firms. Clinical healthcare roles. We will refer rather than try to compete in adjacent waters.