Senior search, run as carefully as the role deserves.

Our retained engagement is for searches at the head, director, VP, and C-suite level — the searches where a contingent process is going to underdeliver and the cost of a bad hire is structural.

A retained engagement comes with a written commitment that we will not run more than three concurrent retained mandates per consultant at any time. We have walked away from retainer briefs at the engagement stage when we judged we did not have the bench depth in that vertical to do the work justice.

Process is six to twelve weeks brief-to-offer. Median in 2025 was nine and a half weeks.

Contingent engagement is for senior individual contributor and first-line manager roles — strong-fit individual hires where the role is well-defined, the comp band is tight, and the market is not exotic.

We do not run contingent on roles below the senior IC band. Volume hiring is not what this firm is for.

A four-week advisory engagement that produces a written report identifying every named senior candidate matching a role profile across a defined geography, with public-domain background and salary-bracket estimates.

Useful when an employer is contemplating a search but wants to understand the available pool before committing to a retainer. Roughly 35% of our market-mapping engagements convert to a full retained search inside six months.

Hourly or day-rate advisory work — comp benchmarking on a single role, a sense-check on an internal-candidate succession plan, or a structured market read on a vertical the employer is moving into.

Capped at 30 days per employer per year so that the work does not crowd out our search bench.