Sourcing Talent Beyond The Resume
Which Solution is Right for You?
Retained Search
Retained Search is well-suited for organizations seeking to appoint C-Suite or senior executive leaders where the cost of a misstep is significant and the talent market is highly competitive. These roles cannot be delegated or commoditized—they require a deliberate, high-touch approach led by experienced partners who understand how executive hiring decisions shape long-term business outcomes.
We operate exclusively and are retained to ensure absolute alignment, confidentiality, and focus. Our partner-led methodology goes beyond resume matching to deliver a curated slate of leadership-caliber talent, informed by deep market intelligence, stakeholder insight, and organizational fit. Each search includes full-market mapping, direct outreach to passive executive talent, and rigorous evaluation tailored to your business priorities and cultural context.
When the mandate involves transformational leadership, succession planning, or the strategic elevation of your executive team, retained search provides the discretion, precision, and accountability that top-tier hiring demands. Clients who choose this model understand that investing in the right leader isn’t a transactional event—it’s a strategic imperative.
Retained Search
Retained Search is well-suited for organizations seeking to appoint C-Suite or senior executive leaders where the cost of a misstep is significant and the talent market is highly competitive. These roles cannot be delegated or commoditized—they require a deliberate, high-touch approach led by experienced partners who understand how executive hiring decisions shape long-term business outcomes.
We operate exclusively and are retained to ensure absolute alignment, confidentiality, and focus. Our partner-led methodology goes beyond resume matching to deliver a curated slate of leadership-caliber talent, informed by deep market intelligence, stakeholder insight, and organizational fit. Each search includes full-market mapping, direct outreach to passive executive talent, and rigorous evaluation tailored to your business priorities and cultural context.
When the mandate involves transformational leadership, succession planning, or the strategic elevation of your executive team, retained search provides the discretion, precision, and accountability that top-tier hiring demands. Clients who choose this model understand that investing in the right leader isn’t a transactional event—it’s a strategic imperative.
Engaged Search
Engaged Executive Search is designed for organizations looking to fill Director to Senior Leadership roles central to business execution and team performance. These positions require more than functional expertise—they demand alignment with your organizational culture, leadership philosophy, and long-term strategic direction.
Where Retained Search is typically reserved for the C-suite or complex, confidential mandates, Engaged Search best suits mission-critical leadership hires at the Director and Vice President levels. It combines the strategic discipline of retained search with a structure that meets the practical needs of organizations that require focused attention, market insight, and a dependable search partner.
The notable difference between engaged and traditional retained is that an engagement fee is charged upfront to initiate the search, with the remaining fee due upon a successful placement. However, unlike transactional recruiting models, engaged search is not volume-driven, reactive, or based on circulating available candidates. It is a tailored, research-led engagement conducted exclusively on your behalf.
Engaged Search offers a rigorous, high-value alternative for companies that believe leadership hiring deserves more than a resume submission but may not require a full retained commitment.
Annual Service Plan
The Annual Service Plan is designed for organizations anticipating ongoing executive hiring and preferring a more predictable, value-driven approach. Instead of initiating a new engagement each time a leadership need arises, this plan provides clients with continuous access to dedicated search support, strategic advisory, and executive-level hiring infrastructure—all within a single, annualized partnership.
Clients benefit from a tiered structure aligned to their projected hiring volume, typically from 4 to 12 executive-level hires per year. Each tier includes full-cycle retained search, quarterly talent planning sessions, and proactive market guidance to help anticipate needs before they become urgent. Whether scaling across multiple business units, planning succession, or expanding into new markets, the Annual Service Plan ensures continuity and alignment between your hiring strategy and business objectives.
The Annual Service Plan allows leadership teams to move beyond one-off recruiting and approach executive hiring as a strategic function. By bundling multiple searches into a single, structured agreement, companies benefit from cost efficiencies, predictable budgeting, and greater consistency across hires. Quarterly planning sessions ensure ongoing alignment between talent strategy and business priorities, resulting in a more thoughtful, proactive approach that delivers lasting impact.
Annual Service Plan
The Annual Service Plan is designed for organizations anticipating ongoing executive hiring and preferring a more predictable, value-driven approach. Instead of initiating a new engagement each time a leadership need arises, this plan provides clients with continuous access to dedicated search support, strategic advisory, and executive-level hiring infrastructure—all within a single, annualized partnership.
Clients benefit from a tiered structure aligned to their projected hiring volume, typically from 4 to 12 executive-level hires per year. Each tier includes full-cycle retained search, quarterly talent planning sessions, and proactive market guidance to help anticipate needs before they become urgent. Whether scaling across multiple business units, planning succession, or expanding into new markets, the Annual Service Plan ensures continuity and alignment between your hiring strategy and business objectives.
The Annual Service Plan allows leadership teams to move beyond one-off recruiting and approach executive hiring as a strategic function. By bundling multiple searches into a single, structured agreement, companies benefit from cost efficiencies, predictable budgeting, and greater consistency across hires. Quarterly planning sessions ensure ongoing alignment between talent strategy and business priorities, resulting in a more thoughtful, proactive approach that delivers lasting impact.
Executive Advisory
Executive Advisory Services works well for companies seeking expert guidance on complex leadership, talent, or organizational challenges that internal teams may not have the capacity, perspective, or specialized experience to address. Whether an organization is scaling, restructuring, or navigating underperformance, bringing in a senior-level advisor provides clarity, objectivity, and actionable insight.
Clients engage us when internal alignment is lacking, hiring and retention strategies fall short, or evolving business demands require a stronger leadership infrastructure. Our advisors work directly with senior stakeholders to address issues across four core areas: commercial sales effectiveness, talent acquisition strategy, team and org design, and executive development.
Engagements may include executive sales engagement, reworking internal recruiting processes, evaluating team structure and capability gaps, building succession and onboarding frameworks, or coaching senior leaders and high-potential talent. We bring real-world experience, trusted counsel, and a confidential partner to challenge assumptions, identify blind spots, and design solutions that align with business priorities.