Guarantees
Every search is built to reduce risk, not add more of it.
Hiring at the executive level is expensive when it goes wrong. Our process, our timelines, and our guarantees exist to make sure it goes right the first time.
Typical timeline from kickoff to a three-candidate shortlist for most executive searches.
A three-candidate shortlist in 15 to 20 business days
From the moment we align on the role, our team activates a focused search across our network, LinkedIn, and direct outreach channels. Within 15 to 20 business days, you receive a shortlist of three candidates who have already been screened, interviewed, and validated.
This is not a promise of speed at the expense of quality. The 15 to 20-day timeline works because we do not start from scratch. We bring 25 years of network, relationship capital, and sourcing methodology to every search.
What "qualified" means: Every finalist has passed cognitive assessment, behavioral interview, life skills evaluation, and reference verification before they reach your desk.
The guarantee
3 to 6-month guarantee. Free replacement, no questions asked.
If the person we place does not work out within the first 3 to 6 months, for any reason, we reopen the search and find the right candidate again at no additional cost to you.
This is not fine print. It is the core of how we work. We are invested in the long-term success of every placement, not just the transaction.
Covered by the replacement guarantee
Onboarding support included throughout
What triggers the guarantee
- The candidate resigns within 3 to 6 months
- The candidate is terminated for performance within 3 to 6 months
- The fit turns out to be wrong despite meeting initial criteria
What happens next
- We restart the search immediately with updated criteria
- We deliver new finalists following the same rigorous process
- No additional fee is charged for the replacement search
Validation
What every candidate goes through before you meet them
By the time a candidate reaches you, we already know they can do the job. Your interview becomes a confirmation, not a gamble.
- 01
Cognitive assessment
We evaluate analytical reasoning, problem-solving capacity, and cognitive agility. This helps predict how a leader will perform under pressure and in complex environments.
- 02
Life skills evaluation
Beyond technical competence, we assess emotional intelligence, adaptability, communication style, and interpersonal dynamics. These are the factors that determine cultural fit and long-term retention.
- 03
Structured behavioral interview
We use a competency-based interview framework designed to surface real examples of past performance. Not hypotheticals. Actual situations, actions, and results.
- 04
Professional reference checks
We verify with previous managers, peers, and direct reports. We ask specific questions about leadership style, results delivered, areas of development, and reasons for transition.
- 05
Technical assessment (when applicable)
For roles that require specific technical depth, we include a domain-relevant evaluation designed in partnership with the client.
A bad executive hire costs 3 to 6 times their annual salary
That number includes direct costs (salary, benefits, severance) and indirect costs that are harder to measure but more damaging:
- 01Lost productivity during the vacancy and the failed tenure
- 02Team disruption from poor leadership or cultural misfit
- 03Turnover contagion when good people leave because of a bad leader
- 04Opportunity cost of restarting the search months later
- 05Reputational risk if the role is client-facing or public
Our process exists to prevent this. Every step, every assessment, every reference check is designed to catch misalignment before it becomes a costly mistake.
Next step
Hiring with less risk starts with a conversation.
Book a 30-minute call. We will discuss your open role and show you exactly how our process, timeline, and guarantee apply to your specific situation.