A search process built on transparency, not false promises.
Every search starts the same way: with a real conversation about what you actually need. Everything else follows from that.
Intake Call
This is not a brief. It's a real conversation about your team, your culture, your comp range, and — just as importantly — what hasn't worked before. We spend 30–60 minutes understanding the context around the role, not just the role itself.
- Must-haves vs. nice-to-haves, clearly defined
- Honest conversation about whether the comp range is competitive
- Understanding of your interview process and timeline
- Agreement on how we'll communicate throughout the search
Search & Screen
We go to market immediately after the intake call. We source actively — not just from job boards — and have direct conversations with every candidate before they come near your inbox. You will never receive a profile we haven't spoken to.
- Active sourcing through network, LinkedIn, and targeted outreach
- Initial screening call with every candidate we consider
- Verification of skills, compensation expectations, and availability
- Culture-fit assessment based on what we learned in the intake
Shortlist Delivered
You receive 3–5 candidates with our written notes on each one — strengths, potential concerns, our read on fit, and why we think each person is worth your time. We do not send bulk submissions. If we only found two truly qualified people, you see two.
- Full candidate profile with our qualitative notes
- Current and expected compensation clearly stated
- Flags for anything you should probe in the interview
- Our honest take on which candidate we'd prioritize and why
Interview Support & Close
We don't disappear after the shortlist. We prep candidates for your interview process, gather feedback after each round, and actively manage the offer conversation — on both sides. A 95% offer acceptance rate doesn't happen by accident.
- Candidate prep before every interview round
- Rapid feedback loop between interviews
- Proactive counter-offer and competing-offer management
- Engagement through the start date to protect the placement
What we will always tell you.
We'll tell you if your comp range is no longer competitive or if the candidate pool has shifted — before you waste time on searches that won't close.
We flag competing offers, counter-offer risk, and timeline mismatches before they become surprises. You know the full picture.
If a role falls outside our network or expertise, we'll tell you upfront rather than take your money and deliver mediocre results.
If a search isn't producing the right candidates, we regroup with you — recalibrate the brief, the comp, the interview process — rather than spin in place.