Confidential retained search for CEO, CFO and C-suite seats, a senior operator in the seat in days, and support for the leader who arrives.
Operating partners and deal teams call ETHOSLINK when a portfolio company needs a leader it cannot find by posting a job: a CEO who is leaving, a CFO the lender wants replaced, a CRO the value-creation plan depends on. We run the search quietly, cover the seat while it runs, and stay useful after the offer is signed.
Each one has a different clock, and each one goes wrong in a different way when the search is treated like an ordinary hire.
The CEO or CFO leaves without warning. The first decision is who runs the company on Monday, not who replaces them. The 72-hour playbook.
The plan is behind and the leader who fit the entry thesis does not fit the next phase. Why that is usually a fit failure.
The plan needs a CRO, COO or head of AI that the company has never had. Start with a fractional bridge while the permanent search runs.
CEO, CFO and C-suite searches run quietly, brief-first, with up to three hand-vetted candidates rather than a long list. Executive search, and how we choose retained or contingency.
A senior fractional or interim executive in the seat in days, while the permanent search runs alongside. Fractional C-suite.
A 30-day plan for the incoming leader, so the first months are spent on the plan, not on the handoff. Executive transition.
When three leaders in a row struggle with the same seat, the seat may not be the problem. Growth advisory starts with a diagnostic, not a framework.
The person who takes your brief runs your search. We write the scorecard with you before any candidate is shown, we do not post the role publicly unless you ask us to, and we will tell you when an interim, a promotion or a fractional executive is the better answer than a search.
When a portfolio CEO leaves suddenly: the first 72 hours · The year-two CEO exit · What deal data says about changing the CEO · The portfolio company leadership clock · The fractional bridge for PE-backed companies
Yes. We run confidential retained and contingency executive searches for portfolio company CEO, CFO, CRO, COO and other C-suite and VP seats, and we provide fractional and interim executives to cover a seat while the search runs.
Decide who runs the company on Monday and what employees, lenders and customers are told, before starting the permanent search. Our 72-hour playbook covers stabilizing, choosing the interim path, and setting the search decision.
Yes. Confidential search is our default for CEO and C-suite seats. We do not post the role publicly unless the client asks us to, and candidates are approached directly.
Yes. Bridge-to-Hire places a senior fractional or interim executive in the seat in days while the permanent search runs. We will say plainly when a promoted deputy or an operating partner as chair is the better short-term answer.
We are open about how we bill. Retained searches are staged by milestone and contingency searches are paid on placement. The structure is agreed up front and depends on the seat, so we discuss it on the first call.
We will scope the interim path, run the confidential search, and tell you which of those you actually need.