Talent Acquisition Case Studies:
Executive Search
Client Profile
PE-backed technology services company | 80 employees | Professionalized leadership team | Preparing for scale
The Executive Problem
The company needed a senior leader to support its next growth phase. Previous executive hires looked strong on paper but struggled to operate effectively within a PE-backed, execution-driven environment. Leadership needed confidence that the next hire would deliver impact quickly and align with the operating model.
What We Did
We led a discovery-driven executive search focused on how leaders drive outcomes inside the business, not just experience and pedigree. We aligned success criteria to the company’s operating cadence, assessed candidates on judgment and execution style, and controlled the narrative to ensure expectations were clear on both sides.
The Outcome
- A senior leader hired with strong alignment to the operating model
- Faster ramp and earlier impact
- Increased confidence among executives and board stakeholders
- Reduced risk of executive mis-hire during a critical phase
- Executive hiring shifted from resume-driven to impact-driven.
Technical Recruiting (Cloud, Data, AI & Applications Engineering)
Client Profile
Mid-market enterprise services company | 120 employees | CTO & VP Engineering–led | Scaling delivery teams
The Executive Problem
Technical hiring was slowing delivery. Interview feedback varied widely across teams, signal was inconsistent, and hiring cycles dragged on. Leadership needed to scale specialized engineering and data roles while maintaining quality and team cohesion.
What We Did
We partnered closely with technical leadership to bring structure and clarity to technical hiring. This included aligning on role-specific success criteria, standardizing evaluation signals, and running a focused recruiting process designed to maintain momentum and reduce decision friction.
The Outcome
- Improved quality of hire for specialized technical roles
- Shorter hiring cycles with clearer decision-making
- Better alignment between engineering leadership and recruiting
- Reduced candidate drop-off in competitive markets
- Technical hiring became predictable and repeatable without slowing execution.
Sales & GTM Recruiting
Client Profile
B2B SaaS company | 60 employees | CRO - heavy sales-led organization | Scaling go-to-market motion
The Executive Problem
Revenue hires ramped slowly and performance was inconsistent. Interviews focused heavily on past quotas rather than how candidates actually sold within the company’s GTM motion. Leadership needed sales talent that could execute, not just talk.
What We Did
We redesigned the GTM hiring approach to evaluate how candidates sell, qualify, and execute in the company’s specific revenue model. We aligned hiring criteria to the GTM motion, assessed deal strategy and execution skills, and partnered closely with the CRO to maintain hiring velocity.
The Outcome
- Higher-quality sales hires aligned to the GTM motion
- Faster ramp and earlier contribution to pipeline
- Increased confidence in revenue hiring decisions
- Reduced turnover and re-hiring cycles
- Sales hiring became a revenue accelerator, not a risk factor.
