What clients ask
before engaging a search firm.

We offer the best replacement guarantee in the executive search industry. Coverage ranges from six months to one year. Retained engagements receive extended coverage, and we provide full replacement support whenever applicable. Specific terms are documented in your engagement agreement.

Within the guarantee window, we re-engage and conduct a replacement search with full re-engagement support — subject to the terms of the original agreement. Our priority is getting the right leader in seat.

We offer retained, contingency and discreet/confidential engagements. Fees and structure are agreed in writing before a search begins, with transparent terms tailored to the role and timeline.

Engagement fees are discussed in your initial consultation and tailored to the role, level and engagement type. We deliver enterprise-grade search methodology with competitive, transparent structures relative to comparable national executive search firms.

It depends on the engagement model. Retained searches involve a structured payment schedule tied to milestones; contingency searches are paid upon successful placement.

An average search is completed within 30–45 days from intake to offer. Highly specialized or international searches may extend beyond that window.

Every search includes weekly client communication. You will always know where the search stands, who has been engaged, and what is being adjusted.

Yes. Confidential and succession searches are a core part of our practice. Discretion governs every introduction and conversation.

Throughout the United States, Canada, Mexico, the Caribbean and Latin American markets. We have bilingual recruiters on staff for cross-border engagements.

Yes. International recruiting is a dedicated practice area. We support multinational clients expanding into or out of the Americas.

Consumer, industrial, commercial and wholesale markets — with deep specialization in hardware, building products, kitchen & bath, material handling, housewares, plumbing/HVAC, electrical, lawn & garden, hospitality, food & drug, pet, automotive aftermarket and consumer electronics.

We actively recruit. For most engagements we identify and contact 50–100 potential candidates, narrowing to the 3–5 finalists who are qualified, motivated and able to make the move.

No — the best candidates are typically not actively looking. They must be recruited. Our process is designed to find and engage passive talent.

Every finalist is interviewed extensively for skills, experience, motivation, cultural alignment and readiness to resign. We probe for risks that could prevent acceptance — before they surface at offer stage.