Go-to-market hiring held to executive search standards. Outreach to the people who aren't looking, a shortlist of the few worth meeting, and a partner who stays close long after the offer is signed.
No handoffs and no account managers. The person who takes the brief is the person who sources, interviews, closes and follows up.
We start with a working session, not a job description. I map the role against the team, the market and what the right person should be able to deliver, then write the brief we both sign off on before anyone is contacted.
I go to market on your behalf and run every first conversation myself. You never receive a raw pipeline: I introduce the shortlist only, the people who match the brief and want the job. Every candidate is tracked from first message to final answer, so nobody is left waiting.
The signature is the midpoint, not the finish line. I stay close to both sides through the notice period and the onboarding. Your new hire has someone to call who knows the story from day one, and so do you.
You don't pick from a menu. In the briefing we look at volume, timeline, budget and how your team likes to work, and I recommend the format that gets the hire done.
I join the team as your recruiter for as long as you're hiring. Talent strategy, process design, sourcing, interview loops, ATS workflows and hiring manager support. Scoped to your hiring plan, billed monthly.
Fits: a bigger hiring plan, an ongoing pipeline, or a team building its hiring engine.One to five seats, one specialist on all of them. A full-cycle search for each role, shortlist included, with no long-term commitment. Priced per placement.
Fits: one to five hires with clear briefs and a defined timeline.The format is my recommendation, made with you in the briefing. The method stays the same in both: one recruiter, a shortlist rather than a pipeline, weekly updates and follow up after the start date.
Answer four quick questions and I'll show you how I'd run the search. Your answers land in the brief form below, ready to send.
The format we work in, RPO recruiter or per placement, is settled together in the briefing call.
This is the brief I'd ask you for on a first call. Fill in what you can, I'll do the rest on the phone.
I read every brief myself and come back with first questions, not an automated answer.
We go through the role, the team and what good looks like. This is where we settle the format, RPO recruiter or per placement.
Scorecard, market map, timeline and my recommendation. You sign off, sourcing starts.