how we work
We offer a range of services to meet the needs of every client. Have something else in mind? We would be happy to work with you to create a custom quote.
Tell us about the role. We will tell you what the search looks like, who we would target, and what it costs. All of it in a single conversation.
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We start with a structured conversation about the role, the team it sits within, and the outcome the hire needs to produce in the first year. From that conversation we build a written role brief that defines the search criteria, the target compensation range, and the timeline. Nothing moves to outreach until the brief is approved.
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We identify candidates through direct research and targeted outreach, not from a recycled database of resumes. Every candidate is contacted individually and screened against the role brief before being considered further. This stage typically produces a confidential long list within two to three weeks.
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We present a short list of fully vetted candidates, each with a written summary covering background, fit against the role brief, and compensation expectations. You receive this before any interviews are scheduled, so every conversation starts with context. We do not present candidates we would not personally recommend.
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We coordinate the interview process, gather structured feedback after each round, and advise on offer structure once a finalist is identified. We manage the negotiation directly with the candidate when requested.
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We check in with both the client and the placed executive at thirty, sixty, and ninety days to confirm the hire is meeting expectations on every retained search. The relationship does not end at the offer letter.
CURRENT ENGAGEMENT
Interim CHRO | High-Growth Compounding Pharmacy
Engaged directly by the CEO to design, build, and implement the HR, compliance, and organizational infrastructure for a rapidly scaling compounding operation in a federally regulated clinical environment. The pharmacy operates in the GLP-1 category, a sector under significant growth pressure and heightened regulatory scrutiny.
Work in progress spans the full scope of the HR function: future-state organizational design, job architecture and compensation band development, leadership compensation analysis and compensation philosophy, executive payroll dashboard with trend reporting and analysis of overtime and expenses, annual expense register, and performance incentive plans. Operational infrastructure includes HR policies and administrative forms, offer letter templates, pay differentials, and an employee referral program. People systems work covers HCM system optimization, behavioral interview guides, job descriptions, and KPI scorecards for critical roles. USP regulatory readiness, HRIS governance, and recruitment for senior leadership positions are active and in progress.
Engagement details held confidential at client request.