Every search run by the person you hired.
Brian writes the brief, has the first conversation with every candidate and sits in every calibration, from the first briefing to the candidate's first quarter, and takes on only the number of searches that allows.
What that looks like in practice
We tell you what the seat actually is. The first weeks of a search are a market test of the brief. When the market says the role is bigger, smaller or different from the spec, you hear it before the shortlist, not after the hire. A US Head of Sales search that came back as General Manager, Americas, with a line to the CEO, is the shape of it.
We build the delivery side with the sales side. Revenue that cannot be implemented, supported and renewed is not revenue an owner can count. Alongside the sellers we place the solutions, services, support and program leaders who make what was sold hold, so growth shows up in retention as well as bookings.
We hire for both sides of the board pack. The leaders who make the number and the leaders who show whether it is being made are two halves of one plan, and an owner needs them to be built for each other. We have placed the Chief Revenue Officer and the Chief Accounting Officer, the SVP of Sales and the SVP of Sales Operations, the sales force and the Head of Workforce Planning and Analytics, and searched the FP&A market for the same companies. A search for one is run with the other in mind.
We place the leader, then stay to build the team. A revenue leader hired into an empty organization spends the first year recruiting instead of selling. We stay through the build beneath the leader, at the pace the plan needs: eighteen hires in a launch year, or a team rebuilt at each of three inflection points.
Exclusive, with a commitment on both sides
Every search is exclusive. Senior seats run on a classic retained basis. Team builds beneath a placed leader run on a monthly retainer, credited in full against placement fees. Either way, one firm represents the company to the market, and terms, including replacement, are set out before the search opens.
Where a hire has not held, we have replaced it.
“Brian managed the recruiting process with great professionalism, consistently communicating with both me and the candidates, which resulted in almost all of my offers being accepted.”International Head of Global Capital Markets, public financial-compliance and capital-markets company. Now a board advisor.