The remit.
Every level below VP, the directors, managers, and specialists a business actually runs on. Each engagement is assessed with the same discipline; the difference is the shape and the pace.
Director-level search
The senior operators directly below VP, the hires a new leader depends on to deliver. Run as a focused search with full assessment of judgment, trait fit, and track record.
Management & senior-manager hiring
The management layer, hired with real structure rather than resume-forwarding, at a cadence that keeps a growing team moving without lowering the bar.
Team build-outs & scaling squads
Standing up a new function or scaling an existing one at speed: multiple aligned hires mapped, assessed, and closed as a single coordinated program, so the team fits together by design.
Specialist & technical hires
Hard-to-find functional and technical talent, evaluated not just for capability, but for how they'll actually operate inside your specific team and stage.
Succession Planning
Structured mapping of who's ready now, who's close, and where the real gaps are, before a critical seat is unexpectedly empty.
Talent scouting & pipelining
Proactively scouting and mapping the market for roles you'll need before you're hiring for them, so the next hire starts warm, not cold.
Hiring VP and above?
VP-and-up roles (Head of, VP, SVP, C-suite, and board) are handled by our sister firm, Allport Partners, built on the same assessment philosophy. One group, one standard, split cleanly by seniority.