Built for execution, not resume volume.
Most recruiters learn companies from the outside. I built my career inside them.
Before moving into executive search, I spent nearly 15 years operating inside large tech orgs, payers, and venture-backed tech companies, carrying real revenue and growth responsibility. I held the roles I now recruit for, and built the teams around me to execute on them.
Today I bring that same operator-level judgment, alongside a deep and broad personal network, to search. I match companies with the transformational leaders who can actually execute inside the environments they’re being hired into, on the mandates the company needs.
I’ve been the client building a team, the candidate being placed, and now the consultant running the search. That range is what shapes the way I work.
I serve venture-backed companies from seed through Series D, and PE-backed companies more broadly. Healthcare and health tech are the anchor. Technology and innovation are the range.
Senior leadership searches, run end to end and calibrated to each client’s timeline, budget, and market realities.
Paid on placement, but run exclusively, with the same rigor and single point of contact as a retained mandate.
Compensation benchmarking, role architecture, talent planning and hiring roadmaps, and market intelligence, for clients who need that groundwork done well before or alongside a search.
Fractional and interim executive placements, plus fractional talent leadership for clients who need embedded recruiting expertise without a full-time hire.
Contract and contract-to-hire placements, plus project-based engagements for clients who need dedicated search support without a retained relationship.
Search strategy informed by direct operating experience across healthcare, technology, growth, revenue, and leadership environments.
Scope, success metrics, and compensation are aligned to current market realities before a search begins.
Outreach goes directly to senior operators, through a network built from years working inside the environments I now recruit for.
Every candidate is evaluated on commercial judgment and the ability to lead inside complex, fast-moving, often regulated organizations.
Negotiation stays market-realistic. Long-term alignment is the goal, not a fast placement.
Search details are shared selectively and always with client consent. Specific mandates, like a Series B digital health platform’s first VP of Finance hire or a PE-backed provider tech company’s CHRO search, are available to discuss directly, but client identities stay confidential unless a client has agreed otherwise. This discretion is how the practice earns trust.
Executive Leadership
I’ve spent most of my career as an operator, so I approach search differently. I’m not a transactional recruiter. I work closely with leadership teams as a talent partner, often helping shape the role, calibrate the mandate, and identify the leaders who determine whether a company’s next stage of growth succeeds. Most of my work sits in the early-to-growth stage, where the right hire materially changes a company’s trajectory.
