Retained executive search, run brief-first, for the one hire you cannot afford to get wrong.
The leaders you hire don't just execute the plan — they decide what the plan becomes. That's why we don't sling résumés like 99% of the field. We diagnose the brief first, then deliver two or three precision-matched candidates, each a serious answer to the role you actually need filled. Backed by a 100% placement rate and a guarantee on every search.
Founders making their first executive hire. PE-backed operators building the team the thesis depends on. Talent leaders who need an operator's read on a specialty role their internal team isn't built for. The pain is the same — these are the hires where getting it wrong costs years, not weeks.
"On paper they were perfect. Eighteen months later we were starting over."
46% of new hires fail within 18 months — and 89% of those failures are about fit, not skill. The résumé screened clean. The fit was never tested.
"I'm the de facto Head of Sales. I can't scale on my own back."
The seat is open or mis-filled, so the work routes back to you. Every week without the right leader caps the company's growth at your personal bandwidth.
"A bad VP mid-hold doesn't just cost the salary. It costs the trajectory."
For an operator, the wrong leader erodes culture and pushes out the people who'd have stayed. For a sponsor, it burns two years of a five-year hold.
Three things separate a search that sticks from one that turns over. We built our entire method around them.
Most firms hand you twenty-five résumés and call it diligence. That isn't a slate — it's the screening work transferred back to you, scored against a job description that can't see the 89% of failure that comes from fit.
We run a structured brief diagnosis before sourcing a single name: who has succeeded in this seat before, what the operating environment actually is, what the first-year milestones are, and what the role's real decision rights are. Then we deliver two or three candidates — each one a serious answer, not a filtering exercise.
Eighty-eight percent of qualified, high-skill candidates are screened out by software scanning a résumé against a posting. The people who'd have thrived never reach your desk — and the ones who do were optimized for the wrong signal.
We've sat in these seats — VP Sales, Channel, Revenue Operations, GTM leadership. We evaluate candidates the way a peer who's done the job would, sourcing from an off-market network and vetting for fit against your actual operating reality, not a string of keywords.
The offer gets signed and the firm disappears. But the structural conditions of an executive's success — onboarding architecture, decision rights, first-quarter milestones — are installed or missed in the first 90 days, long after the search is "done."
Every retained search includes a 30/60/90 integration cadence: structured reviews with both the executive and the company at Day 30 (onboarding), Day 60 (first-quarter milestones), and Day 90 (structural decisions). We treat the signed offer as the midpoint, not the finish line.
From the C-suite hire that defines the next decade to the fractional leader who bridges a stage, the discipline is the same: diagnose, slate small, place for fit, stay through onboarding.
A 15-minute discovery call costs nothing and clarifies everything. Tell us the seat you're trying to fill, and we'll tell you what the brief actually needs to be.
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