Partner-led search for marketing and growth leaders
A hiring misfire is expensive, disruptive, and hard to unwind. Half of new hires say the role was different from what was presented. 40% don’t make it past 18 months. The brief is the common denominator.
When the role isn’t defined and stakeholders aren’t aligned, searches drift. I fix that first—turning the brief into a clear role, a sequence of priorities, and a shared picture of what success looks like in year one and beyond.
Trusted by Corporations, Agencies, and Private Equity Portfolio Companies
The spec cannot be a compromise document. I've seen it from every side—as the hiring manager with a vague brief, the candidate who walked into a role that didn't match anything discussed, and the recruiter asked to fill something that wasn't defined.
Before the search begins, I work with stakeholders to align on the business problem, the sequence of priorities, and what success looks like in year one. I start with the destination: what this role must create in the first 12–24 months.
When the destination is clear, the search moves fast.
Most searches move fast by staying shallow. I move fast by getting the definition right—then staying connected through year one with Executive Integration. Formalized onboarding and support cuts early-departure risk by a third to a half. I don't disappear after the offer is signed.
As a former Sr. Partner at Korn Ferry and client leader at Razorfish, I've seen where searches break from both sides. The same person who diagnoses your business problem interviews your finalists. No context lost in the handoff.
I focus on delivery and outcomes.
Corporate, agency, and PE ecosystem
I’ve seen it from all sides—where searches break and what actually works. I built TMG around that.
Placement is not the finish line. What happens after the start date is.
