Executive Search & Recruiting
Purpose-built for executive search firms, retained recruiters, and talent advisory practices. Instant access to candidate intelligence, market data, and firm knowledge with full context.
Knowledge Domains
Candidate Intelligence
Candidate profiles, interview notes, placement history, and reference data.
Client & Market Knowledge
Client org charts, compensation data, industry benchmarks, and market mapping.
Search Methodologies
Firm search processes, assessment frameworks, and best practices.
Relationship Intelligence
Contact history, relationship mapping, and business development insights.
Real-World Examples
What CFO candidates have we placed in the healthcare sector in the last 3 years?
Healthcare CFO placements (2022-2024): (1) Jane Smith → Regional Health System ($2.1B revenue) - March 2024, (2) Michael Chen → HealthTech Startup (Series C) - November 2023, (3) Sarah Williams → Hospital Network ($850M) - June 2023, (4) Robert Davis → Health Insurance Co ($3.2B) - January 2022. Common profile: 15+ years experience, CPA preferred, health system or payer background. Average base comp: $425-550K + bonus. [Source: Firm Placement Database, Healthcare Practice Records]
What's the typical compensation range for a Chief Digital Officer at a Fortune 500 retailer?
Fortune 500 Retail CDO compensation (2024 data): (1) Base salary: $450-650K (median $525K), (2) Annual bonus: 60-100% of base, (3) LTI: 150-250% of base (RSUs + PSUs), (4) Total comp: $1.2-2.5M depending on company size, (5) Sign-on bonus: Common at $200-500K for external hires. Key factors: digital revenue %, transformation scope, direct reports. Premium for e-commerce pure-play experience. [Source: Firm Compensation Database, Retail Practice Benchmarks, Client Surveys]
What assessment framework do we use for CEO succession candidates?
CEO succession assessment framework: (1) Leadership competencies - Strategic vision, execution excellence, talent development, stakeholder management, (2) Psychometric assessment - Hogan suite (HPI, HDS, MVPI), (3) 360 feedback from board, direct reports, peers, (4) Case study/simulation - Strategic decision-making scenario, (5) Reference deep-dives - 8-10 references including board members. Deliverable: Comprehensive candidate report with development recommendations. Timeline: 3-4 weeks per finalist. [Source: Firm CEO Assessment Methodology v4.0, Leadership Practice Standards]
What's our standard search timeline and milestone structure for a C-suite engagement?
C-suite search timeline (90-120 days typical): (1) Week 1-2: Kick-off, position spec, search strategy, (2) Week 3-6: Research, candidate identification, initial outreach (target 150+ prospects), (3) Week 6-10: Candidate interviews, slate development (8-12 qualified), (4) Week 10-12: Client interviews, finalist selection (3-4 finalists), (5) Week 12-14: References, assessments, offer negotiation, (6) Week 14-16: Offer, acceptance, transition planning. Key milestones: Spec approval, first slate, finalist slate, offer. [Source: Firm Search Process Guide, C-Suite Practice Standards]
Which private equity firms have we worked with on portfolio company CEO searches?
PE client relationships (active last 24 months): (1) Summit Partners - 4 searches (2 CEOs, 1 CFO, 1 COO), key contact: John Miller, (2) Vista Equity - 3 searches (software sector focus), (3) Thoma Bravo - 2 CEO searches (enterprise software), (4) General Atlantic - 5 searches across portfolio, (5) KKR - 2 industrial CEO searches. Total PE revenue: $4.2M (2023). Opportunity: Expand Vista relationship, pursue Warburg Pincus. [Source: CRM Records, BD Pipeline, Finance Reports]
What sources should I use to build a target list for a biotech Chief Scientific Officer search?
Biotech CSO target list sources: (1) LinkedIn Recruiter - filter by title, company, therapeutic area, (2) PubMed/Google Scholar - publication authors in target therapeutic areas, (3) ClinicalTrials.gov - PI names on relevant trials, (4) Conference speakers - JPM Healthcare, ASCO, ASH, (5) Patent databases - inventors in target modalities, (6) Firm database - past candidates, declined offers, referrals, (7) Board interlocks - scientific advisory board members. Target: 100+ names for initial long list. [Source: Firm Research Methodology, Life Sciences Practice Guide]
Key Benefits
Accelerate Candidate Research
Access firm's entire candidate database, placement history, and market intelligence instantly. Build target lists in hours, not days.
Leverage Firm Knowledge
Unlock institutional knowledge from past searches. New associates access decades of firm experience and relationships from day one.
Improve Placement Quality
Better candidate matching through comprehensive intelligence. Reduce failed placements and improve client satisfaction.