You know which seat
keeps you up at night.
The bench is not ready.
The hire is too important to get wrong.
Talent Executives partners with CEOs, CHROs, boards,
and the leaders who feel the vacancy firsthand.
Retained search. Interim coverage.
Coaching to make the hire stick.
Three ways we help you
get leadership right.
Most leadership challenges do not fit neatly into one category.
Sometimes you need a permanent hire. Sometimes you need someone in the seat while you search. Sometimes you need both, plus support to make sure the transition actually holds.
We built our practice around all three.
Retained Executive Search
Retained search for Director through C-suite leaders, backed by Hogan assessments and a research-driven process built to find leaders who fit, not just resumes that match.
90-Day Executive Coaching
A new leader in the seat is not the finish line. AMPLIFY pairs them with a certified coach for the first 90 days, so they are delivering results early instead of still finding their footing.
Interim & Fractional Leadership
Not every leadership gap calls for a permanent hire, and not every one can wait for a search to finish. We connect you with experienced leaders who step in immediately, whether to hold the seat, lead an initiative, or help define what the role actually needs.
When the right leader lands in the right seat
A PE-backed services company needed a CFO who could build the finance function, not just run it.
The previous CFO had grown with the business but could not support the reporting and forecasting rigor the board now required. We mapped the market across DFW and Austin and presented three deeply vetted candidates, each selected for this specific seat, not pulled from a database. The board moved to offer within days of the final interview, placing a controller-turned-CFO who had already built a finance team through a similar inflection point.
The CHRO resigned six weeks before open enrollment.
A 400-person manufacturing company lost its head of HR at the worst possible time. We placed an interim CHRO within 10 business days. Not a consultant. A former CHRO who had led HR organizations of similar size and complexity, and who could step into the role with the authority and judgment the team needed from day one. When the permanent search closed three months later, the interim stayed on to help integrate the new CHRO, hand off institutional knowledge, and make sure the transition stuck. The new leader inherited a department that was running, not recovering.
They had already made the wrong hire once.
A growth-stage SaaS company brought us in after a VP of Sales placement from another firm lasted four months. The issue was not sourcing. It was fit. Before we opened the search, we spent time with the CEO, the CRO, and the front-line team understanding how the sales organization actually ran, not just what the job description said. That research is where most of our searches are won. We mapped the sales culture as carefully as the skill set and placed a leader whose management style matched how the team operated, not just what they said they wanted. Ninety days of structured coaching helped the new VP and the CEO align on pipeline expectations before friction could build.
The founder was ready to step back, but no one inside the company knew.
A second-generation family business needed its first outside CEO. The search had to run without the current leadership team or key customers finding out before the board was ready to announce. We conducted the entire process under NDA, presented a shortlist of four candidates with operating experience in the same industry, and delivered a hire the board was confident in, all while the business continued without disruption.
Details anonymized to protect client and candidate confidentiality.
How deep is your leadership bench?
Most succession plans look solid on paper until a critical leader leaves. The Bench Index is a structured, eight-minute assessment that shows you exactly where your bench is strong, where you are exposed, and what to do about it first.
The difference between filling a role and making a great hire.
Retained search is not a faster version of contingency recruiting. It is a fundamentally different engagement. When you retain us, we are exclusively committed to your search from start to finish. We are not competing with other firms on the same role. We are not sending resumes to see what lands. We are doing the research, building the target list, engaging passive candidates who are not looking, and presenting you with a curated shortlist we can stand behind.
Add Hogan assessments at the VP level and above, interim coverage to hold the seat while we work, and 90 days of coaching once your hire starts, and the result is a leadership transition that holds.
- Exclusive retained engagement from day one
- Hogan-backed assessments for VP and above
- Interim coverage available while you search
- 90-day AMPLIFY coaching through the transition
- Confidential by design
- National reach
Senior leadership search across every critical corporate function.
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Within weeks, we hired and onboarded the team needed to scale our North American growth. I give my strongest recommendation based on our experience.
Who We Work With
Our clients include growth companies, private equity-backed businesses, and established enterprises that understand the difference between finding someone and making a great hire.
Headquartered in Frisco, Texas, inside The Star, the Dallas Cowboys’ headquarters.
A network that makes our search practice stronger.
Talent Executives Group is also home to Networking Executives, a curated platform of executive events and communities across Dallas-Fort Worth, Houston, and Austin. It brings accomplished senior leaders together through events, peer groups, and private gatherings that build lasting professional relationships.
For our search practice, it means the executives we reach are not strangers. Many of them are people we know, have seen lead from a stage, or have watched build relationships over time. That depth of access makes for better searches and better hires.
- Curated executive events for senior leaders
- Ongoing access to proven leaders across industries
- Executive peer communities that build real relationships
Ready to Talk About Your Next Leadership Hire?
Whether you are working through a transition, planning a search, or simply want to understand what the market looks like for a specific role, we would welcome the conversation.
