Operations leadership
Operations directors, COOs, general managers, and continuous-improvement leaders across industries.
Corporate & Professional Resolution
The professional hires that shape how your company runs.
Functional and leadership search for growing organizations across every industry — the operations, finance, sales, HR, and professional talent that determines what your team becomes at scale.
20+
Years recruiting professional roles
3
Avg. qualified candidates per shortlist week
48
States we place into
88%
Placements still in seat at 12 months
Coverage
Roles we routinely fill.
Corporate hiring is not one job — it is dozens of distinct disciplines. Our recruiters understand the difference between functions and screen accordingly.
Finance & accounting
Controllers, FP&A leaders, accounting managers, and finance operators for growing organizations.
Sales & revenue
Account executives, sales managers, business development, and customer success leadership.
People & HR
HR business partners, talent leaders, total rewards specialists, and people-operations executives.
Professional & functional specialists
Marketing, legal, procurement, supply chain, and strategy hires where domain knowledge matters.
Senior leadership
VP and C-level hiring with confidential search, market mapping, and offer strategy support.
Who we work with
Companies at every stage hire differently.
The hiring playbook for a 40-person growth-stage company looks nothing like the one for a 1,200-person established business. We tailor our approach to where you actually are.
Building the team for what’s next
Founders and operators who need their first VP of Operations, first CFO, or first head of people — and need them to grow into the role rather than out of it.
- First-functional-leader searches
- Founder-to-operator transitions
- Scaling from generalist to specialist roles
Hiring on a value-creation timeline
Portfolio companies on a defined hold period that need senior operators with the rigor, urgency, and reporting discipline that sponsors expect.
- Sponsor-aligned executive search
- Hundred-day plan support
- Cross-portfolio talent benchmarking
Replacing institutional knowledge
Mature companies backfilling long-tenured leaders, modernizing functional teams, or running confidential succession planning without disrupting the business.
- Retained executive search
- Confidential succession
- Functional modernization hires
Building professional infrastructure
Family-owned businesses bringing in the first generation of professional managers — balancing institutional culture with new operating capability.
- First non-family leadership hires
- Generational transition support
- Operations professionalization
Sectors
Industries we serve.
Our corporate practice spans industries — anywhere a growing organization needs professional and leadership talent it can rely on.
Professional servicesFinancial servicesHealthcare services
Distribution & logisticsManufacturingIndustrial services
Technology & SaaSConstruction & tradesPrivate equity portfolio
Family-owned businesses
How it works
The corporate search process.
Discovery & scorecard
Define the role, success criteria, comp band, reporting structure, and the realities behind the hire.
Targeted outreach
Map the market, identify peer companies, and engage passive operators worth a conversation.
Calibrated shortlist
A focused group of qualified candidates with context on background, motivation, and fit.
Offer & onboarding
Interview coordination, offer strategy, reference checks, and a smooth onboarding handoff.
Common questions
Corporate hiring FAQ.
Do you support retained executive search?
Yes, for senior roles where confidentiality, dedicated effort, and a defined process are essential. We structure engagements transparently and report on progress weekly.
Can you handle multiple parallel searches?
Frequently. We work with private equity sponsors, scaling companies, and corporate teams running quarterly or annual hiring roadmaps across several roles at once.
How do you approach diversity in your searches?
Every search starts with an inclusive, broad market map. We work hard to present qualified candidates from diverse backgrounds and to be transparent about who we have spoken with at any point in the process.
What does engagement look like for a PE-backed portfolio company?
Faster cadence, direct reporting to sponsors when appropriate, and tighter benchmarking against peer-portfolio compensation. We adapt the rhythm to the hold-period timeline.
Have a corporate hire in mind?
Tell us the role, the team, and the timing. We will help you shape a real plan.