Chief revenue officer, VP of sales, national accounts director, commercial director, sales director, general manager, country manager, and the people who own a distributor, dealer or big-box relationship. This is a passive search: we map the market rather than advertise the role, because the people worth hiring are working and exceeding their number. Difficulty is the assignment, not the exception. Calibration on what a true hunter looks like in the seat, then a market map you actually see, then a shortlist with our reasoning attached, then we stay involved through the offer and the first ninety days. Run with your identity protected until you choose to reveal it.
Field sales, territory representatives and commission-only agents, hired against an agreed profile. A whole desk, a new region, or a commission-only force built from nothing. Success-based and fast. No fee until you hire.
Construction, finance and insurance, IT and technology, healthcare and legal, contract staffing and augmentation, contract-to-hire, the AI and data science bench, and the design practice are still here, at Other Desks. Each of these has its own page, so you can go straight to the one you need.
Some searches can't be public: a build the market shouldn't see coming, a replacement the team hasn't been told about, a move a competitor would love to know. We run confidential mandates as a discipline.
We treat what you tell us as confidential before you tell us anything, and we say so up front rather than after.
Candidates learn who you are when you decide they should.
Compelling enough to move a passive executive, revealing nothing.
The people we approach trust us with their careers; that's why they answer.
What we're trusted with stays trusted, during the search and after it.
We identify every credible candidate in the market, not just those who apply. The best person out there is almost never the best person that applied.
Most searches are passive. The people worth hiring are working and exceeding their number, so we go to them rather than wait for an application.
We separate the people who open accounts from the people who hold them, and we tell you which one each name on the shortlist is.
Every candidate is vetted for functional excellence and long-term organizational fit.
You receive at least three pre-interviewed candidates: a shortlist, never a stack.
We manage offers, counteroffers, transitions, and the first 90 days.
If a placement leaves or is terminated for performance within 90 days, we run the replacement search at no additional fee.
Search is retained, or partly retained: a portion of the fee committed at kickoff in exchange for exclusivity and priority focus, with the balance due on placement. What is and is not covered by the ninety-day replacement guarantee is set out in the engagement letter, and we send that before you commit to anything.
If you are weighing the models against each other, we wrote up the difference in retained, container or contingency.
If the placement leaves, or is terminated for performance, within ninety days of the start date, we run a replacement search at no further fee. The specific terms, including what is not covered, are set out in your engagement letter, and we send that before you commit to anything.
Tell us about the seat. We'll come back with a market read and a plan, at no cost and no obligation.
Start a Search →