Make the hiring decision
your team can defend.
You start with a written definition of the job and one interview standard. We contact leaders already doing comparable work, then show where each candidate meets or misses the mark. Our recommendation may be not to hire.
Which of these is your situation?
Choose the next step that fits, including tools you can use without hiring us.
The role is open and the right people are not applying
Define an opportunity worth hearing about, then reach leaders already doing the work.
Intensive Search See how an Intensive Search runsApplicants are coming in and the filter is the problem
Build interviews around the requirements that distinguish a viable candidate from an impressive résumé.
A filter you can trust See how the search runsThe last hire did not hold
Review the role, the working relationship and the first months before opening the next search.
Start with the diagnosis How we read fit across seven dimensionsYou are not sure the role is ready to open
Check that the scope, compensation and team are ready to support the person you want to hire.
Two-minute readiness check Open the readiness checkYou want to run the interviews better yourself
Give each interviewer a clear question to test and a useful way to record what they learn.
Design the interview Open the Interview DesignerFind, Fit, Finish.
Define the role, then reach the people who can do it.
Test what you heard before you decide.
Make the offer and prepare for the first 90 days.
The landing plan is delivered with the offer. We stay involved through year one.
What you can expect.
- A retained engagement keeps our incentives aligned with the quality of the decision.
- Every candidate we introduce has spoken with us, received an honest brief, and chosen to explore the role.
- We cap the number of searches we run so every engagement receives our direct attention.
We work almost entirely in construction, with companies roughly $10M to $250M across the American West. That concentration lets us bring relevant market context from the first conversation. If another firm is better positioned to help, we will tell you plainly.
Bring the decision you are
actually trying to make.
Bring the role, the team around it, and what the person must accomplish. In thirty minutes, we will define what the person needs to own and decide whether retained search fits.