Why hiring managers call
Hundreds of executive searches since 2014
Hiring Managers hire me when they're accountable for a revenue number their current team can't deliver, and they can't afford to spend six months finding out they hired the wrong talent.
A short list of 3 to 7 candidates in 5 to 15 days
93% still in the role after 12 months
92% of searches from repeat clients and referrals
Three differences
What you get on every search
Three things built into every search I run, whichever way we work together.
Truth Serum
From the first conversation, every candidate is told they will personally arrange reference calls with the managers they reported to. Candidates who cannot stand behind their record usually withdraw before your team spends time on them.
Principal-led
The person who takes your intake call is the person who runs your search, speaks with every candidate and presents every finalist. Nothing gets handed to a junior associate after the pitch.
In the market in five business days
Your search is in the market within five business days of your sign-off. By the end of that week my research team has researched your target list, and I have worked my network for the people who fit, written the outreach that carries your company's name, and started the first conversations.
My placements include
Eleven of these companies have since been acquired, by Google, Salesforce, SAP, Siemens and others.
The signal
Every GTM candidate says they can scale revenue. I look for the signal: results delivered at your stage, your deal size, your motion. I know what to screen for: whether a candidate built pipeline or inherited it, whether their numbers came from the product or from them, and whether they've sold at your price point to your buyer.
The right talent is half the hire
You can interview great talent and still make a hiring mistake.
In Topgrading's published case studies, companies that fixed the whole process, from the scorecard forward, saw the share of hires who became top performers rise from 26% to 85%.
Six recruiters
"I've got six recruiters blanketing the market. How are you going to do better?"
Six recruiters working one seat tell the market the same thing: this company is struggling to fill it. They also tell six different versions of your story, and the market is left unsure what the real opportunity is. One search, one consistent message, and one person who can explain the role, the company and the opportunity to every candidate. That is how I do better.
Pick the seat you are hiring
CRO
VP of Sales
Sales or SE manager
Account Executive
VP of Solutions Engineering
Sales Engineer
VP of Customer Success
All roles
If you're hiring for a GTM, revenue-creating or finance seat, book a time with me.
Prefer a call back? Have me call you. Or email sshaffer@signaladvisor.ai or call 216.990.3012.