How we find and vet your executive

1. Discovery

We begin with a direct discussion to identify the core problem you face. You tell us exactly what happened with the previous person in the role, who currently handles these tasks, and how the team interacts with this leader. We ask about your reporting structure and specific technical needs for the next three months.

We begin with a direct discussion to identify the core problem you face. You tell us exactly what happened with the previous person in the role, who currently handles these tasks, and how the team interacts with this leader. We ask about your reporting structure and specific technical needs for the next three months. You explain the business context so we can identify a consultant who fits your culture without needing hand-holding.

We identify if you need a quick fix, a long-term structure change, or an immediate backfill for a gap. If you are rushing to hire because the company is underperforming, we help you identify if an interim executive is the right solution or if a different approach is necessary. We talk about the specific personality traits that have worked in your office and those that have caused friction.

2. Define the requirements

We clarify the budget, the expected start date, and the weekly time commitment required for the seat. This document is not a generic job description; it is a brief that outlines the specific objectives the consultant must achieve to be considered successful.

Once we finish the discovery phase, we document the technical skills, industry history, and operational style required for success in your company. We clarify the budget, the expected start date, and the weekly time commitment required for the seat. This document is not a generic job description; it is a brief that outlines the specific objectives the consultant must achieve to be considered successful. We determine the level of authority required so that when the consultant starts, they can act decisively.

We also outline the working style that fits your team. If your office is fast-paced, direct, and expects immediate results, we look for consultants who operate with high urgency. If your company requires a slower, more methodical build-up of systems, we adjust our search criteria to match that tempo. We make sure the consultant understands the constraints they will be working under, including any existing team dynamics or legacy software issues.

3. Search our bench

Our search process starts with our existing bench of professionals whom we have already interviewed and evaluated. These individuals have experience in interim and fractional roles, meaning they understand the unique nature of jumping into a new business without an onboarding period.

Our search process starts with our existing bench of professionals whom we have already interviewed and evaluated. These individuals have experience in interim and fractional roles, meaning they understand the unique nature of jumping into a new business without an onboarding period. We do not blast your request out to a public job board, which protects your privacy and avoids an influx of unqualified applicants. Instead, we scan our internal records for consultants whose previous work matches your immediate needs.

We avoid public job sites where applicants might misrepresent their experience or search for full-time work when they actually want to work on a fractional or interim basis. Our bench is comprised of people who have explicitly told us they are interested in these types of engagements. We look for individuals who demonstrate a history of handling ambiguity well, as most of our clients are facing some level of organizational transition.

4. Vetting through conversation

Every candidate we consider must undergo a screening conversation where we push them on their technical and operational capabilities. We ask about difficult situations they have faced, how they resolved them, and what they learned from failure. We probe their experience with owners and CEOs, looking for signs that they can manage upward effectively without being combative.

We evaluate whether they are comfortable in the specific type of engagement you need, whether that is interim, fractional, or an outsourced project. We look for red flags like a lack of clear communication, poor understanding of the specific industry challenges you face, or an inability to explain how they would execute on your goals. We check that their references correspond with the project results they report to us.

5. Comparing options

You do not receive a pile of raw resumes that require hours of analysis. Instead, we provide an industry-specific summary for each person. This summary includes their relevant background, the specific problems they have solved in previous engagements, their weekly rate, and their current availability for a start date.

After our vetting, we present 2 to 3 candidates who are capable of doing the job. You do not receive a pile of raw resumes that require hours of analysis. Instead, we provide an industry-specific summary for each person. This summary includes their relevant background, the specific problems they have solved in previous engagements, their weekly rate, and their current availability for a start date. We highlight their specific strengths relative to your requirements, making it simple to compare your options side-by-side.

We ensure that every candidate presented is genuinely interested in your specific project and has the capacity to begin according to your schedule. We explain why we selected each person and how their background addresses the gaps identified in our discovery session. We clarify the expected duration of the work if known and any potential issues that might arise based on their profile. This presentation process is designed to provide you with a clear choice among qualified experts.

6. Selection and engagement

You decide who to engage, and we facilitate the transition to ensure they are ready for their first day. There is no upfront fee for our search or vetting work. You only pay for the engagement when you move forward with a consultant you have chosen.

You decide who to engage, and we facilitate the transition to ensure they are ready for their first day. There is no upfront fee for our search or vetting work. You only pay for the engagement when you move forward with a consultant you have chosen. If you need a permanent solution, you only pay a fee if you decide to hire the consultant. We provide all terms, including expectations for the consultant and any logistics for the engagement, before you sign anything.

We prioritize transparency in our business relationship so that you always know what you are paying for and why. By managing the logistics, we ensure you can focus on the business results rather than administrative burdens. If at any point the engagement needs to change, such as extending the duration or altering the number of hours, we handle those discussions to keep the focus on performance.