When the position is too important to get wrong.
We specialize in retained and engaged executive search for mission-critical leadership hires. When the stakes are real, the brief needs to be right, and the wrong hire isn't an option, that's when companies call us.
Tell Us About Your SearchBefore we contact a single candidate, we pressure-test the brief.
Most search failures don't start with a bad candidate. They start with a position that wasn't defined correctly, the wrong title, the wrong reporting structure, the wrong success criteria, or a mandate built around what the company used to need instead of what it needs now.
That diagnostic work happens before the search starts. It's not a billable extra. It's how we protect your outcome.
Not sure if the position is defined correctly? Let's pressure-test it together.
We've had founders come to us for a Chief Growth Officer and leave with a CEO search.
We've had leadership teams convinced they needed a CTO discover the real gap was a CIO.
We've had companies that had already tried and failed to fill a position on their own, only to find out the brief itself was the problem.
We've had clients come in for one hire and discover the real gap was somewhere else entirely.
We partner with founder-led companies, PE-backed businesses, funded startups, high-growth companies, and organizations where a senior leadership hire carries real consequences.
The situations vary. A founder who has outgrown her current leadership structure and isn't sure whether she needs a CCO, a President, or something else entirely. A PE sponsor who needs a confidential leadership change and can't afford a single market signal. A high-growth company that has been trying to fill a critical position internally for months and is starting to feel the cost of leaving it open.
What they share is this: the hire matters. The margin for error is low. And they need a search partner who understands that, not just a firm that moves fast and sends resumes.
We typically run no more than four concurrent searches. Every client gets senior attention from day one through placement. When we're at capacity, we say so.
The current leader is still in place, or the market can't know you're looking. Discretion isn't a feature we offer. It's how we operate by default.
You know you have a leadership gap. You're not entirely sure what the right position, title, reporting structure, or success profile actually looks like. That's not a problem. That's exactly where we start.
Your team has been working on it for weeks or months. The pipeline is thin, the right candidates aren't surfacing, and the cost of leaving the seat empty keeps growing.
The visibility is high. The wrong hire doesn't just cost money. It costs confidence, momentum, and sometimes the relationship.
You hired someone who didn't pan out, or ran a process that produced no one worth hiring. Before you try again the same way, the brief needs a second look.
Not just in dollars, in terms of lost time, team disruption, client relationships, and the six to twelve months it takes to recover.
You're not ready to launch a search, but you want to understand what the talent market looks like, what a position like this realistically pays, and whether your expectations are calibrated correctly.
We specialize in retained and engaged executive search. Every search receives our full commitment from day one, not when a placement looks likely.
No handoffs. No associates running your search while a partner collects the fee. If you hire SRG, you work directly with us, start to finish.
We do not rely on public job postings. Every candidate is identified and approached directly and discreetly. No job board. No market signals. No leaks.
Before a single candidate is contacted, we align completely on what the position actually requires. Not just the job description, the business context, the mandate, the team dynamics, and what success looks like twelve months in.
A PE firm needed to quietly replace an overwhelmed operations leader at one of their portfolio companies. The search had to be invisible to the market and to the person being replaced. SRG delivered a true COO in six and a half weeks. The transition was clean. The business stabilized.
We work best with leaders who want to hand the search off completely and trust it will be done right. If that describes where you are, or if you're simply sitting on a leadership question and want a quick read on the market, reach out directly. No obligation. No pitch.
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