Searches and Projects

A CFO at a mid-sized FinTech company was tasked by the CEO to quickly identify a VP of Technology who could build and execute an AI strategy that would keep pace with or outperform competitors. With urgency high and expectations even higher, we moved fast. Within the first week, we sourced and screened 10 qualified candidates through a combination of targeted outreach and our network, narrowing it down to the top three for submission.

 

We partnered closely with the client to design a focused three-round interview process that kept momentum while allowing for the right level of evaluation. All three candidates performed well, but by the final round a clear frontrunner emerged. He brought a rare combination of proven technology leadership and recent hands-on experience with AI and automation, making him the right fit to lead this initiative. He received and accepted the offer, positioning the company to move forward with confidence in their AI strategy.

A CFO at a mid-sized manufacturing company came to us after their Director of HR resigned at a critical time. The business was in the middle of a software implementation and preparing for a capital infusion, so there was no room for a slow or drawn out search. We aligned quickly on a streamlined three-step interview process that started with two virtual rounds to accommodate travel schedules, followed by a final in-person interview with key leadership.

 

We sourced and screened 11 candidates through a mix of direct outreach and trusted referrals, ultimately presenting a strong shortlist. While not a requirement, two of the final candidates brought both manufacturing experience and direct exposure to the software being implemented, which added immediate value. The process moved efficiently and the company was able to secure their top choice, bringing in the right leadership at exactly the right time.

Co-founders of an InsurTech company had “vibe coded” an external facing platform that showed promise, but an investor quickly flagged that it was not scalable or secure. They needed a professional development team to stabilize the code, modernize the architecture and get the platform ready for market. The challenge was the tech stack itself. It was an unusual combination that we had not seen before, which meant our traditional network and referral channels were not going to deliver the right talent.

 

We shifted to a targeted sourcing approach and worked through a high volume of candidate screens to identify the right mix of skills. Ultimately, we built a small, specialized team that could step in and contribute immediately. While the project is still ongoing, the impact has been clear. The team has already accelerated the projected deployment timeline by 30 days, directly improving the company’s path to revenue.