Specialist recruitment.
Spoken quietly.

We sit with the hiring leader — sometimes the CFO, sometimes the Tax Partner — and write the search the way a candidate would actually read it.

• Hiring brief workshop — 45–60 minute deep-dive on the role, the team, and what success looks like at month six.
• Compensation benchmark — current-market base + bonus + equity data for the specialty and geography, not last year’s numbers.
• Search scope — retained vs. contingent, exclusivity, timeline, and the vetting bar we’ll hold candidates to.

Targeted outreach to senior talent we already know, paired with active sourcing in the right specialty pockets. No spam, no scattershot.

• Network activation — first calls go to senior people we’ve already vetted, not LinkedIn carpet-bombs.
• Specialty sourcing — SALT, transfer pricing, M&A tax, F&A leadership in Construction / Real Estate / Manufacturing.
• Confidential approach — candidates know who’s asking, why, and what the next step looks like before they decide to engage.

A short, vetted slate. Real interview prep on both sides. Honest negotiation. The fee covers the work — not the volume.

• 3–5 finalist slate — every résumé comes with a written rationale and our read on fit, not just credentials.
• Two-sided prep — candidates get coached on the interview; hiring teams get briefed on what each candidate is actually weighing.
• Honest negotiation — we surface deal-breakers early so the offer stage isn’t the place where the search collapses.

First 90 days matter. We stay in touch with the candidate and the hiring leader, and we replace the placement if it doesn’t take.

• 30 / 60 / 90 check-ins — separate calls with both sides so issues surface before they become resignations.
• Onboarding support — if the candidate hits friction, we’re a back-channel for the firm and the hire.
• Replacement guarantee — if a placement doesn’t hold, we run the search again. The fee covered the outcome, not the introduction.