Retained search for the roles
that set the trajectory.

Executive placements only, never high-volume recruiting. The mandate is defined before the search begins, and we stay through onboarding.

Why it matters

The stakes of a senior hire are the argument for doing it right.

40%+

of executive hires fail within the first 18 months.

University of South Carolina, Center for Executive Succession

200–400%

of the departing executive's annual salary is the estimated cost of replacing a failed executive.

SHRM

~7x

more expensive, on average, than a nonexecutive hire.

SHRM, 2025 benchmarking

What's included

Four ways we support the hire

A defined mandate, confidential market mapping, and a qualified slate, not a resume flow.

Structured evaluation against the criteria the role actually requires.

A first-90-days plan built with the hiring executive, because selection alone is not the risk.

The bench behind the seat, so the next transition is planned rather than absorbed.