Pricing
Clear terms, a shared scope, and direct work with me.
33% of first-year cash compensation
For CEO, C-suite, and board-level roles.
Paid in thirds: at signing, on delivery of the slate, and on the candidate’s start date. The slate is a written, calibrated set of qualified and interested candidates with assessments, delivered on a date we agree at the start.
Let’s define the scope together
Search support integrated with your team. We agree on priorities, working rhythm, and scope before setting the fee.
Discuss Embedded Search →25% of first-year cash compensation
A $7,500 engagement fee starts the search and is credited in full against the placement fee.
For a company making its first senior hires, and for senior roles under roughly $200,000 in cash compensation. Searches are exclusive.
A written capability handoff gives the hiring manager the evidence gathered during search, the conditions for success, and what to watch for.
Separate thirty-day check-ins with the hire and manager help surface concerns early. A ninety-day debrief captures what worked and what the next search can learn.
This supports the person placed. Designing an organization-wide onboarding program is a separate scope.
Advisory for when the problem is larger than one seat.
Priced per engagement. Two days a week, three-month minimum.
For a function that needs a leader while it finds a permanent one.
This is leadership, not execution. The hiring plan, the weekly review against it, hiring manager calibration, compensation and offer decisions, escalations, and a seat at the leadership table. Your team runs the reqs.
Priced per engagement.
Before or after an acquisition. Where expertise is concentrated, what the succession exposure is, and what has to transfer for the thesis to hold.
First-year cash compensation means base salary, guaranteed bonus, and any signing bonus. It does not include equity, and it does not include discretionary bonus.
There are no minimums. The percentage is the price.
Intake and written scope. Market mapping and sourcing. Outreach, screening, and written assessments. Slate delivery with a recommendation. Interview process design and panel calibration. Offer strategy, compensation benchmarking, and close support. Written weekly updates throughout.
Background checks, assessments, and third-party vendor fees. Candidate travel and relocation. Travel beyond Southern California, billed at cost with your approval in advance.
If a placed candidate leaves or is terminated for cause within ninety days, I run one replacement search at no fee. Expenses only.
Searches are exclusive for the role. Placed candidates and your employees are off-limits for twelve months from placement. Invoices are net fifteen. I contract directly with clients rather than through a third-party or managed vendor.
Twenty minutes, no pitch. If you want to know what a role costs in this market, that is a reasonable thing to want to know.
Choose a time