A search, in four movements.

Discovery

We meet your team, your board, and the people whose work the new hire will most affect. We define the role — not just the title.

• → Stakeholder interviews (4–8 conversations, including dissenting voices)
• → Competitive market read on comp, level, and title norms
• → Written role brief + scorecard, signed off by client before mapping begins

Mapping

We build the long list — published candidates, quiet ones, and people not currently looking but whose next move would be yours. Long lists, then short ones.

• → 60–120 candidate map within 14 days, reviewed weekly with the client
• → First-pass calls with 25–40 candidates
• → Short list of 4–6 finalists, ranked against the scorecard

Vetting

Multi-round assessments, references, and culture calibration before you ever see a résumé.

• → Two partner-led interviews per finalist
• → 6–10 references each, including off-list — peers, reports, board members
• → Written assessment memo with strengths, watch-outs, and onboarding hypothesis

Placement

Offer choreography, onboarding support, and a 12-month retention guarantee.

• → Offer construction, counter-offer protection, and resignation support
• → 30/60/90-day check-ins with both candidate and client
• → 12-month replacement guarantee — at no additional fee

One-third on signing

A retainer signals seriousness on both sides. We do real work from day one — and you get a partner whose attention isn't divided across forty contingent searches.

One-third on delivery

Due when the short list is delivered. The work product — candidates, references, market insight — is yours regardless of how the search closes.

One-third on start date

Due when the candidate sits down. Twelve-month replacement guarantee included — if they don't stay, we run the search again at no fee.