Choosing a search partner is an important decision. The questions below reflect what leaders most often want to understand about how we work, what to expect, and how we protect your interests throughout an engagement. If something you are wondering about is not covered here, we would welcome the conversation.
A retained search is a committed, exclusive partnership between our firm and your organization. When you engage Talent Executives, we dedicate ourselves to your search from day one. You receive a structured process, a single point of contact, and a team that is accountable to delivering the right leader, not just a slate of candidates. Our job is to carry the weight of the search so your team does not have to. We do the sourcing, the outreach, the early vetting, and the scheduling. We only bring you the leaders worth your time. You are not meeting everyone who could possibly fit. You are meeting the few who genuinely should. That is the difference between a retained partner and contingency recruiting, where multiple firms compete to place the first available candidate.
We begin with a detailed intake conversation to understand the role, the team, and the organization. From there, we build a target candidate profile, conduct market research, and begin direct outreach to qualified leaders. Every candidate goes through a structured video screening with one of our executive recruiters before being presented to you. We manage the full interview process, provide regular updates, and stay engaged through offer, acceptance, and onboarding. Our commitment does not end at the start date. Through our partnership with Gig Talent, every placed leader receives 90 days of leadership coaching to help them onboard faster, build momentum with their new team, and lead with confidence from the very beginning.
Timelines can vary based on the seniority of the role, market availability, and your interview process. We set clear expectations at the start of every engagement and communicate proactively if anything shifts.
We can get started with three things: the position title, a brief description of the role and its scope, and the compensation breakdown. If a full job description does not yet exist, we are happy to help you build one. From there, the most valuable part of getting started is the conversation around context. We want to understand the team this leader will join, the culture they need to thrive in, the size and structure of the department and the broader organization, the stage the company is in, and anything specific we should know going in. That conversation is often where the real alignment happens, helping stakeholders agree on what you are truly looking for before the search begins.
Every candidate we present has been personally screened by one of our executive recruiters, each with 20 or more years of corporate experience. Our screening goes beyond resume review. We assess leadership style, career trajectory, cultural fit, and motivations for a move. The result is that you spend your time on the strongest leaders rather than a long list of possibilities. We only present candidates we would confidently recommend to our own boards.
Yes. For VP-level and above positions, we incorporate the Hogan Assessment as part of our standard process at no additional fee to you. The Hogan provides insight into leadership strengths, potential derailers, and values alignment, giving you a data-informed view of each finalist that goes well beyond the interview.
We take time at the front of every search to understand your organization’s culture, leadership style, and team dynamics. That foundation shapes how we qualify candidates throughout the process. We are not matching resumes to job descriptions. We are identifying leaders who will thrive in your specific environment and contribute at the level you need.
Yes. All positions are posted and sourced confidentially. We do not disclose your company name in any outreach, job postings, or early candidate conversations without your explicit direction. Discretion is a standard part of how we operate, not an add-on.
We handle sensitive searches regularly and have a structured approach for full confidentiality engagements. In these situations, your company name is withheld throughout the process until you determine that a specific candidate is ready to know. At that point, the candidate signs a Non-Disclosure Agreement before any identifying information is shared. Our agreement also includes a dedicated confidential search provision and indemnification language to protect your organization throughout.
If there is an individual you would like us to avoid, simply share that with us at the start of the engagement. We will flag that person and ensure they are never contacted directly at any point during the search.
No. We work exclusively on a retained model. A retainer is what allows us to commit fully to your search rather than competing with other firms or prioritizing speed over quality. It also signals mutual commitment, which tends to produce better outcomes for both parties.
Yes. We offer a 90-day replacement guarantee on every search. If a placed candidate leaves or is let go within the first 90 calendar days of their start date, we will conduct a replacement search at no additional retainer fee. To activate the guarantee, written notification is required within that 90-day window.
We do our best work when we have an engaged partner on the client side. That means timely feedback on candidate profiles, availability for interviews, and alignment among your key stakeholders before the search begins. We will never leave you wondering where things stand, and we ask for the same in return. Active engagement from both sides is what produces the best hires.
We combine senior expertise with genuine partnership. Every candidate is personally screened by an executive recruiter with 20 or more years of corporate experience, every VP-level-and-above finalist is evaluated with the Hogan Assessment at no additional cost, and every search is confidential by default. We work exclusively on a retained basis, back each placement with a 90-day replacement guarantee, and include 90 days of leadership coaching through our partnership with Gig Talent. Above all, we operate as a true partner, not a vendor — our client relationships are long-term because we are invested in outcomes, not transactions.
Yes. We place Director through C-suite leaders across Finance, HR, Operations, Sales, Marketing, Supply Chain, and Technology. Our clients include growth-stage companies, private equity-backed organizations, and established businesses across the United States. While we have deep functional expertise, our process is built to flex across industries and organizational contexts.
If your question is not answered here, or you would like to discuss a specific search, we would welcome the conversation.