Boutique Executive Search

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The hardest seat to fill is the one that speaks for you.

Outside sales. Business development. Advancement.

The right person for these roles shares your convictions.

I fill the roles that grow your business or advance your mission.

Executive search for companies where how you grow matters as much as how fast.

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Today's Hiring Reality

The best decision a company makes is who they hire. Too often, it's also the most rushed.

Tuesday Edition · Labor Desk

AI writes resumes and cover letters now. Everyone looks qualified on paper.

Generative tools have quietly standardized the first impression. Cover letters arrive polished, keyword-matched and nearly indistinguishable from one another, while recruiters report that the résumé has lost most of its power as a filter. What once signaled effort now signals access to software. The only reliable separation left, screeners say, comes from conversation, reference work and evidence of results no drafting assistant can manufacture.

Hiring Report

Quarterly Briefing

Hundreds of applications land on one posting. Nobody has time to read them all.

A single posting for one growth seat can draw four hundred submissions within days. Talent teams already carrying full workloads concede that most are skimmed in seconds and many are never opened at all. The strongest candidate in the pile is statistically as likely to be discarded as reviewed. Volume has become the obstacle it was meant to solve.

Operations Bureau

Late Edition · Field Report

The best people aren't applying. They're already working — they only move for the right conversation.

The people most organizations want are not reading job boards. They are producing, compensated well and largely content, which makes them invisible to any process that waits for inbound interest. Approached carelessly they decline. Approached with a clear case for the work, the mission and the people, they listen. Search practitioners describe the difference as a conversation rather than a requisition.

Field Correspondent

Opinion Pages

Great interviewers and great performers aren't always the same person.

Polish in a room is a skill of its own, and it is rarely the skill being hired for. Panels reward warmth, quick answers and rehearsed narrative, then discover months later that none of it predicted performance in the field. Structured scorecards, work samples and hard reference checks consistently outperform impressions formed in a single hour. Most employers still choose the hour.

Leadership Column

Investigative Unit · Confidential

Without a real process, hiring comes down to gut feel. That's how the wrong person gets through.

Where no scorecard exists, instinct fills the gap, and instinct favors the familiar. Interviewers ask different questions of each candidate, weigh the answers against no standard and reach agreement on a feeling rather than a finding. The cost surfaces two quarters later in lost pipeline, unsettled teams and a search that has to be run a second time. Process is not bureaucracy, practitioners argue; it is the only defense against a confident wrong answer.

Special Report

The Cost of Delay

This isn't a hiring delay. It's lost revenue.

Beyond the Résumé

A resume tells you what someone's done. It doesn't tell you who they are.

Every candidate gets run through the 5 C's — not just credentials.

Competency

the skills

Character

the person

Culture

the values

Career

the past and future

Conviction

the why

Skip one, and it shows up later — usually at the worst time.

How We Partner

Three ways to work together, depending on how much you want to own.

01I do it

Executive Search

A percentage of first-year compensation.

Best for: When you need a critical growth leader hired without diverting your focus to run the search.

Retained or contained search, structured to fit the role
Custom scorecard, job ad, and job description built around your role
Holistic overview: candidates vetted against your scorecard and evaluated through the 5 C's, so you can move with clarity
Six-month guarantee behind every hire

02You do it

Search Foundations

A flat project fee.

Best for: Teams with the capacity to interview, but who need an executive search blueprint to follow.

Search blueprint: scorecard, job ad, and job description, built the same way as a full search
Market insights — who's out there, and what it takes to get them
Interview guide: the questions to ask, and what a strong answer sounds like
You run the search from there

03We do it

Recruiting Strategy

A monthly retainer.

Best for: Growing organizations hiring across multiple seats who need an embedded talent advisor.

Talent strategist for growth roles, without adding headcount
Hiring audit across every open and upcoming role
Scorecards and processes built on the 5 C's, for more than just one seat
Preferred search fees: a reduced rate on any full executive search launched while on retainer

Every month that seat sits empty costs more than the search.

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