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 programme, 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.
Interim & contract cover
Experienced hands to hold a critical seat — covering a gap, a spike, or a transition — without pausing momentum while a permanent hire is found.
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.