Find talent
Headhunters for every function and every level of your business, locally and nationwide. We do not simply run your requirements through a database.
A resume can tell you what someone has done. It cannot tell you whether they will do it well on your team. That depends on the team, so we get to know yours first.
Then we research each candidate's expertise and use the strong relationships our recruiters have with them to find the best possible choice for you.
How your team really works day to day.
What this hire needs to make possible.
Who the role reports to and how that person leads.
The expertise and character that would thrive.
Thank you. We will be in touch shortly to set up a first conversation.
We run both contingency and retained searches. Which one suits you depends on the role and how you like to work, and we will help you decide on the first call.
You pay a fee only when you hire a candidate we introduced.
A good fit when you want to move quickly, when you are hiring for more than one seat, or when you would like to see how we work before committing to more.
You engage us for the role, and we commit dedicated time until it is filled.
A good fit for roles that are senior, confidential, hard to fill, or too important to leave to chance. Your search gets first priority from the day we begin.
We are not tied to one industry or one level. If the role matters to your business, we will take the search on, from your first hires to your leadership team.
C-suite, vice presidents, directors, general managers
Account executives, account managers, sales leadership
Controllers, accountants, analysts, finance leadership
Operations managers, supply chain, project management
Marketing managers, brand, digital, content
HR generalists, talent acquisition, people operations, HR leadership
Engineers, IT, product, data, technical leadership
Executive assistants, office managers, customer service, coordinators
One of our recruiters handles your search through all four stages, and you are never left guessing where it stands.
We start with a call about the role, the team around it and what success looks like in the first year. Bring a job description if you have one. If you do not, we can shape one together.
We agree on the profile, where the right people are likely to be working today, and what will make your opportunity stand out to them.
You see a small number of candidates, each one screened in conversation and presented with our notes on strengths, motivations and open questions.
We coordinate interviews, gather feedback from both sides and help you put together an offer the candidate is ready to accept.
The brief you give at the start of a search largely decides who reaches your short list. Four things to think through before we talk.
Most job descriptions list duties. The more useful question is why you are hiring now: to replace someone who did the job well, to grow a team, or to fix something that is not working. Those are three different searches, even when the title is the same.
A candidate who has already solved a problem like yours is worth more than one who matches every bullet point. We can only find that person if we know what the problem is, so tell us plainly what you need them to get done in their first year.
Each requirement you add shrinks the pool. Name the two or three things a person cannot succeed without, and treat the rest as a bonus. The test for any requirement is whether you would turn down an otherwise excellent candidate who lacked it.
Settling this early saves weeks, because the alternative is learning what you really need by rejecting the first short list. It also keeps strong people with unconventional backgrounds from being screened out before you ever see them.
Every role has them: a demanding boss, a team with recent turnover, a heavy travel schedule. Put them in the brief, even those you would never advertise. Candidates find out eventually, and finding out late often ends in a declined offer or an early resignation. The ones who know up front and still want the job are the ones who stay.
Decide who needs to meet the candidate, in what order, and who makes the final call. Have the compensation range approved and interview time set aside. Good candidates usually have other conversations going, and a long gap between interviews is often when one of those becomes an offer. A clear process and prompt decisions also show them what working for you is like.
Any role your business needs filled, at any level, from your first hires to your leadership team. We work across functions and industries. If you are not sure whether a search is right for us, ask. We will give you a straight answer.
No. We run local and nationwide searches, and many end up being a mix of both.
A posting reaches the people who happen to be looking this week. Much of our work is with people who are not looking. They are doing well where they are, they would only move for the right opportunity, and our recruiters have the relationships to put yours in front of them.
A conversation about the role, the team and what success looks like. A written job description helps but is not required. Use the form on this page and we will set up a time.
It depends on the kind of search. On a contingency search you pay a fee only when you hire someone we introduced. On a retained search you engage us for the role and pay the fee in stages as the work moves forward. Either way, we walk you through the terms and put them in writing before any search begins.