Practices
Three practices. One operating standard.
Retained search, professional staffing, and talent advisory — delivered by the same partner-led model.
01
Retained mandates
Executive Search
What it is
Confidential, retained search engagements for C-suite, board, and senior leadership roles where a single hire materially shifts the business.
Who it's for
Boards, CEOs, and PE sponsors managing leadership transitions, scaling moments, or restructurings.
How it works
Partner-led from intake to onboarding. Full market map before outreach. Calibrated shortlist of four to six interview-ready candidates.
Outcomes
Median time to shortlist of thirty-eight days. Replacement guarantees written into every retainer.
02
Scarce-skill placement
Professional Staffing
What it is
Director and senior specialist placements in functions where talent is scarce and the cost of a wrong hire is high — engineering leadership, finance, security, operations.
Who it's for
Hiring managers and CHROs filling pivotal individual contributor and middle leadership roles outside the executive suite.
How it works
Engaged or container model. Active passive-market sourcing with confidential briefs and benchmarked compensation.
Outcomes
Higher offer-acceptance rates, longer placement tenure, and a documented audit trail for every search.
03
Workforce strategy
Talent Advisory
What it is
Project-based advisory on workforce strategy, organizational design, succession planning, and compensation benchmarking.
Who it's for
Leadership teams making structural decisions ahead of a transaction, integration, or strategic pivot.
How it works
Fixed-scope engagements with named partner involvement, deliverables agreed up front.
Outcomes
Defensible decisions, calibrated against the live market — not generic benchmark reports.