Talent Sourcing Consultants Who Operate Like Partners

Every retained search starts with a 60-90 minute working session that ends with a written scope document. The scope names the operating reality the new leader will inherit, not just the job description. The calibration drives candidate selection, a leader who would crush one operating altitude will fail a different one, and the calibration is what catches that before the search ships.

Most searches surface candidates from our internal collective and direct-placement network first (200+ senior operators we know directly), then expand via targeted external outbound. The two channels complement each other: the internal channel gives operator-grade calibration on candidates we've worked with; the external channel ensures the search isn't accidentally limited to our network. Short list typically lands at ~6-8 named candidates with a written assessment per name.

Every short-list candidate gets a written assessment that lives in the candidate document we hand to the board: operating fit, cultural fit, compensation alignment, and risk factors. The assessment is the artifact, not a polite-greeting call summary.

After offer-acceptance, the engagement partner stays attached through the first 90 days. Weekly check-ins with the placement's manager, 30/60/90-day calibration calls, and an optional Fractional or Interim operator bridge from our collective if there's a gap to fill immediately. The placement isn't complete until the operator is operating.

Most engagements bundle these workstreams.

• Scope and calibration. Written scope document, candidate-success rubric, competency map. The artifact that drives every downstream decision.
• Internal collective and direct-network sourcing. Identification of candidates from our 200+ senior operator bench. Short list in 14-21 days from kickoff.
• Targeted external sourcing. Outbound to a curated list of named candidates aligned with the mandate. Confidential approach when needed.
• Candidate assessment. Written assessment per short-list candidate. The board-facing document, not just a screening call summary.
• Interview design and facilitation. Interview loop design, scorecard creation, debrief facilitation. We sit in on the final-round panels.
• Reference and back-channel. Direct references plus targeted back-channel through our collective network. The back-channel is often where the real signal comes from.
• Offer and close support. Compensation benchmarking, offer structuring, equity advisory if needed, close support through the candidate's decision process.
• 90-day onboarding bridge. Weekly check-ins with the placement's manager, optional Fractional / Interim bridge from our collective, calibration calls at 30/60/90 days.
• Talent sourcing consulting (when the engagement scope includes it). Advising on hiring frameworks, scorecard architecture, interview-loop design, internal sourcing-function operating practices.