Executive Search & Talent
Architecture for Tech Leaders
Strategic C-suite and VP recruitment designed around 12-month operating metrics, role scorecards, and execution fit.
Four ways in, one team behind all of them.
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01
Role design before search
Getting the scorecard, level and reporting line right before a single resume gets reviewed, so the search is not solving the wrong problem faster.
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02
Executive and first operator search
Functional leaders and the first specialist hires who set the bar for everyone who joins after them.
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03
Interview process design
Structured loops built around the scorecard, so the process predicts performance instead of rewarding charisma.
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04
Offer and close strategy
Compensation benchmarking and closing plans for candidates who are weighing more than one offer, including yours.
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Founders hiring a function for the first time and unsure what good even looks like.
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Teams that have been burned once by a senior hire who interviewed well and did not work out.
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Companies scaling past the point where referrals alone can fill the pipeline.
A scorecard first process, start to close.
Build the scorecard
Before sourcing starts, we define what has to be true in this seat in 90 days and in a year, in writing, agreed by everyone involved in the decision.
Run the search and the loop
Sourcing, structured interviews and reference calls that check the scorecard, not just the resume in front of you.
Close and set up the first quarter
Offer strategy, compensation benchmarking and a 90 day plan, so the hire lands running instead of guessing.
Hiring for a seat that has to be right?
Tell us the role and the stakes. We will tell you honestly whether search is the right next step yet.