For organizations making high-stakes leadership decisions, Talent Executives delivers retained executive search designed to secure leaders who drive results, strengthen culture, and align from day one.
What is bench strength in leadership? →
Many of our searches are confidential, your search, and your privacy, are protected at every step.
We work as an extension of your team, fully retained and deeply invested, never just filling a seat.
We stand behind every placement with a 90-day replacement commitment.
Executive search is not about filling a seat. It is about identifying a leader who can navigate complexity, align stakeholders, and drive measurable business performance.
Every engagement starts with research. Before we approach a single candidate, we invest in understanding your business, your culture, and what success in the role actually looks like. That groundwork is what separates a leadership fit from a resume match.
Yet even the right leader can lose momentum without a clear path from offer acceptance to early impact. That is why we offer you the option to pair every retained search with structured onboarding and executive coaching.
We start by learning your business, the role, and what leadership success actually looks like. Before approaching a single candidate, we define the profile, the cultural requirements, and the competitive landscape so the search is built on substance, not assumptions.
Rigorous market mapping and direct outreach surface leaders others miss. Each candidate goes through structured assessment, including behavioral interviews and Hogan-backed leadership evaluation, so the shortlist reflects genuine fit, not just strong resumes.
You receive a curated shortlist of leaders who fit the role, the team, and the culture. We guide you through interviews, help evaluate trade-offs, and stay involved through offer negotiation. After the hire, we provide 90 days of structured coaching with a certified consultant for the new leader, along with regular check-ins with both the new hire and the hiring manager because our work isn’t finished when the offer is signed.
Every engagement includes weekly updates, direct access to your search team, and full transparency into the pipeline. See the full methodology →
Most retained search firms hand off after the offer letter. We don’t. Every engagement with Talent Executives follows our AMPLIFY methodology, a search process that extends through the first 90 days of your new leader’s tenure.
We map the market, pursue leaders others miss, and assess every candidate through structured evaluation and Hogan-backed leadership assessment. You receive a curated shortlist built on substance, not volume.
After the hire, a certified executive coach works with your new leader through onboarding, cultural integration, and early milestones. We stay engaged with both the new hire and the hiring manager to make sure momentum builds from day one.
Transition coaching is provided in partnership with Gig Talent, bringing certified coaching expertise to every engagement.
Not every need waits for a search to finish. When you need an experienced leader in the seat now, we place interim executives who can hold the role or lead a specific initiative.
Finding the right leader is the first step.
What happens next determines whether that hire builds momentum or stalls out.
New executives face a steep learning curve from the moment they start. They are navigating an unfamiliar culture, building relationships with a new team, earning trust from stakeholders, and working to demonstrate value on a compressed timeline. Most executive failures do not trace back to a lack of skill. They trace back to a lack of support during the transition.
AMPLIFY pairs your new hire with a certified executive coach from Gig Talent, starting before their first day and continuing through the first 90 days. The coaching is structured around the real work in front of them, not abstract leadership theory.
The coach works with the new leader to map the organizational landscape, identify key stakeholders, and develop a listening strategy. The focus is on understanding before acting: building the relationships and context that good decisions require.
With a foundation in place, the coaching shifts to identifying early wins and building credibility. The coach helps the leader prioritize where to focus, navigate internal dynamics, and begin establishing the trust and authority that lasting leadership requires.
The final phase is about moving from onboarding to ownership. The coach helps the leader solidify stakeholder relationships, communicate their vision clearly, and build the patterns of leadership that will carry well beyond the coaching engagement.
Every session is grounded in what the leader is actually facing: the meetings they are preparing for, the team dynamics they are navigating, the decisions they need to get right. The coach meets regularly with the new hire, adapts to what is happening in real time, and stays available for the moments between sessions that matter most.
The coach also brings an outside perspective the leader cannot get from inside the organization: the cultural norms that are not written down, the stakeholder dynamics that do not show up on an org chart, and the unspoken expectations that define success in the role.
Leaders with coached support through their transition build trust faster, make better early decisions, and start delivering results sooner. For the hiring organization, it means less risk that a strong placement stalls because the transition was not supported. The search finds the right person. The coaching makes sure they land.
Director through C-Suite searches across the functions that define performance.
I was so impressed at how well they did this that I kept giving them more roles. Each time, they killed it! I love their process. We will work together again.
Truly grateful for this opportunity, the least stressful interview process I’ve ever experienced from start to finish. They kept me informed and armed with the insights I needed to be successful.
The Talent Executives team is professional through and through! Their tenacity and eye for detail is amazing! Top-notch recruiters, connectors, lovers of people and problem-solving. They go above and beyond on every project! I have enjoyed working with them and look forward to future opportunities.
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.
What companies ask us before starting a leadership search.
Retained executive search is an exclusive, fee-committed engagement to fill a senior leadership role. The firm runs a dedicated, structured search, deep market mapping, direct outreach, and rigorous assessment, rather than competing with other recruiters on a contingency basis. Talent Executives Group uses this model for Director through C-suite hires.
In contingency recruiting, multiple firms race to submit résumés and are paid only if their candidate is hired, which rewards speed over fit. In a retained search we work exclusively on your role with a defined process and accountability at every stage, allowing the depth of research, outreach, and assessment that senior hires require.
We place Director through C-suite leaders across Finance (CFO), Human Resources (CHRO), Marketing (CMO), Operations (COO), Technology (CTO), and Sales & Revenue (CRO), along with the VP and director-level roles beneath them.
No. Talent Executives Group is based in the Dallas–Fort Worth area (Frisco, Texas) and conducts retained executive searches for clients across the United States.
Most retained searches take a few months from kickoff to an accepted offer, depending on the seniority of the role, how scarce the talent is, and how quickly decisions are made on the client side. We provide a structured timeline and regular updates throughout.
Every retained search is backed by a 90-day replacement commitment. If a placement does not work out within the first 90 days, we conduct the search again, a reflection of the confidence we have in our process.
Yes. Our AMPLIFY Executive Search option pairs a fully retained search with 90 days of structured leadership coaching for your new hire. Delivered in partnership with Gig Talent, a certified executive coach guides your new leader through three phases: organizational learning, building early traction, and accelerating into full ownership of the role. Every session is built around the leader’s real work and priorities.
AMPLIFY Executive Search is our enhanced retained search that includes 90 days of structured leadership coaching for your new hire. In partnership with Gig Talent, a certified executive coach works with the placed leader through their first three months, covering onboarding, stakeholder alignment, cultural integration, and early wins. The goal is to shorten the path from new hire to trusted leader.
The coaching is structured in three phases. During the first 30 days, the coach helps the new leader map the organization, identify key stakeholders, and build a listening strategy. From days 31 through 60, the focus shifts to building credibility, identifying early wins, and navigating internal dynamics. In the final phase, days 61 through 90, the coaching concentrates on transitioning from onboarding to ownership, solidifying relationships and establishing sustainable leadership patterns. Sessions are grounded in the leader’s actual work, not generic exercises.
The coaching is delivered by certified executive coaches from Gig Talent, our coaching partner. Each coach brings experience guiding senior leaders through high-stakes transitions and works directly with the placed executive throughout the 90-day engagement. Talent Executives stays involved to ensure alignment between the search outcomes and the coaching objectives.
Senior recruiters and search specialists, backed by the team that builds our brand and platform, all focused on one outcome: the right leader in the right seat.
Every engagement starts with a focused, confidential conversation about the role that matters most.
