Executive search, and the diagnostic that comes first.

A job description without a diagnosis
is an expensive guess.

It describes the immediate pain and a set of goals for the role — not how the role supports the investment thesis or the strategy behind it. So the profile gets built backwards, the process optimizes for the wrong things, and eighteen months later the sponsor is paying for the same search twice. The failure almost never happens at the interview — it happens before anyone writes the req.

We start one step earlier. Before defining the role, we assess the investment thesis, organizational health, leadership capability and culture — to understand what the business actually needs from its next leader. Only then do we go looking for the person.

• Permanent search
• Interim and interim-to-perm
• Fractional CXO
• GovCon, Defense, DoD, Cyber, National Security, and diversified mid-market