Why clients work with us

Distinguished Search Offerings

Retained Executive Search

Talent Pipelining

Video Job Descriptions

Why choose us

Your story

I really get to know you, not just what’s on the
website. I’m your cheerleader while not
overselling.

We make video job descriptions if you’re up for it! The feedback on them is phenomenal. Potential candidates get a first-hand view of your style and vision, and you can save 15 minutes repeating company and job background information at the start of every interview.

Better candidates

I do all candidate identification
and outreach. I’ve been doing this for 20+ years. My relationships go deep. I also wrote a book.
Candidates I reach out to tend to respond to me. People I know refer great people.

More diversity

I listen and synthesize information well,
helping craft your role, its positioning, the type of person to approach, and the market message. We’ll think outside the box about where to tap talent.

More targeted

I’ve been doing tech searches since 2002. I love the details and nuances of tech. A CTO here does not equal a CTO there. I assess people beyond titles and keywords.

Trust & collaboration

One of my superpowers is building trust
with people very quickly, and candidates tell me what’s really going on because our interests are aligned: a long-term fit.

I don’t sugarcoat what candidates are saying.
I have your back. I make recommendations of what to do.

Let’s make offers to the right people at the right time.

More efficient

As long as you provide feedback and availability, we’re off to the races. I’m fast.

White glove service

Text me. Call me. It doesn’t matter when.
Recruiting is all about people and urgency
matters. I’m here for you and the candidates.

Top notch reputation

People tell me this all the time.
I update all candidates who expressed interest.
I give everyone feedback. This reflects well on your brand.

I sweat the small stuff. It all matters.

Now is the time to change recruiting

We think outside the box regarding where to find talent, recruiting from the not-so-obvious places. This isn't a simple game of musical chairs. Most of our placements are cross-industry.

You deserve a premium experience. We restrict our capacity.

We're selective in who we work with. We only work with clients we believe in. This is a journey we're taking together.

Read what people are saying

Process

Days 1 & 2: Align on position. Create search strategy, position description, target company list, candidate scorecard, market messaging, diversity strategy, video JD.
Weeks 1-2: Recruit. Calibration stage. 30-minute assessment calls to determine candidates' initial interest, fit, motivation, compensation expectations. Discuss candidates with client to calibrate.
Weeks 3-8: Fully assess candidates initially screened and make introductions to client once we have three strong candidates. Continue recruiting and assessing new candidates. Connect to share client/candidate feedback and adjust search criteria as needed. Create shortlist of top candidates.
Final stages: Timing depends on client/candidate scheduling. Complete interviews with top candidates. Pre-close conversations. Offer presented and accepted.
Close off candidates not moving ahead. Every interested candidate gets feedback.