Executive Search
A leadership hire changes more than an org chart.
Executive search is a discreet, focused process for roles where the decision carries real weight.
Confidential Replacements · Strategy Roles · Passive Leaders · Board Visibility
When It Makes Sense
Four situations executive search solves.
At this level the search is quieter, slower to start and far more deliberate about who it approaches.
01Confidential replacementsSearch that starts before anyone else knows a change is coming.
02Roles that shape strategyLeadership positions where the wrong hire costs more than time.
03Reaching people who aren't lookingStrong leaders rarely apply. We reach them directly.
04Board or investor visibilitySearches where stakeholders expect a careful, well-documented process.
Why Reach Matters
The best person for the role is rarely applying to it.
A posting can only be answered. A search can go and ask.
ApproachWho it can reach in the leadership market
Job posting
Only people actively applying
Actively applying
Executive search
Everyone who could do the job
Actively applying
Open, not applying
Not looking
Illustrative. Proportions vary by function, seniority and market conditions.
How We Work
Every candidate is assessed by a senior recruiter, not a database search.
Twice-weekly updates with your dedicated team, and a confidential dashboard showing where the search stands day to day.
Step 01Market mapWho holds this job today, and where.
→
Step 02Discreet approachA private conversation, long before anything is public.
→
The DifferenceStep 03Senior assessmentA senior recruiter evaluates track record, judgement and motivation — then decides whether you should meet them.
→
Step 04Your slateA documented shortlist your board can stand behind.
No candidate reaches you unassessedTwice-weekly updates · Confidential dashboard
How It Works
A process built for high-stakes hires.
Deliberate at every stage, and documented well enough to defend to a board.
01
Define the mandate
Align on the role, the mandate and what success looks like at this level.
02
Map the market
Identify who could actually do this job, including people not currently looking.
03
Approach and assess
Confidential outreach and a rigorous evaluation, not just a resume review.
04
Close and support
Manage negotiation and the transition into the role.
Where We Recruit
Leadership roles across technology, engineering, life sciences, business and digital marketing.
See the full breakdown ↗Real Outcomes
300+
candidates placed
100+
hiring partners served
5
specialized domains
What Hiring Teams Say
Featured Hiring Manager VoiceReach
“They found candidates we would never have seen through a normal job posting. The whole process felt discreet and genuinely thorough.”
[Hiring Manager name]
[Title] · [Company]
Common Questions
The things boards ask first.
How confidential is the search?+
Fully. Outreach is handled discreetly, and details of the mandate stay between your team and ours until you’re ready to move forward publicly.
Do you only approach people who are actively looking?+
No. Most strong candidates for leadership roles aren’t actively job hunting. We reach them directly.
How involved are we in the process?+
As involved as you want to be. Some clients want every candidate reviewed together, others want a tighter shortlist. We adapt to how your team likes to work.
Tell us about the role. We'll find who can lead it.
Usually takes less than five minutes.