Find the ones who aren’t looking
We map the market continuously, so we know who the standouts are long before you have an opening. Passive talent first - the people no job board will ever surface.
Executive and technology recruiting for retail & aesthetic medicine - selective, relationship-led, and accountable to the only number that matters: do they stay.
How we actually source
The leaders who’d transform your practice aren’t applying anywhere - they’re busy being exceptional somewhere else. Reaching them is a relationship business, not a posting. Here’s how the work really goes.
We map the market continuously, so we know who the standouts are long before you have an opening. Passive talent first - the people no job board will ever surface.
We get to know what actually drives them - growth, real impact, and a culture that fits who they are - before there’s ever a role on the table. Trust, not a cold pitch.
When the right brand and the right person line up, we make the case that moves them - matching ambition to opportunity so the “yes” is genuine, not a counteroffer waiting to happen.
We stay through onboarding and integration, because a placement only counts if it lasts. It’s why 93% are still there at a year - we don’t fill seats, we make matches.
The engagement
Tight, transparent, and fast where it counts - an exec or technology recruiting averages about four weeks to a signed offer, where most firms run months.
Week 1 · Intake
We dig into what the job really needs, who thrives in your environment, and what “great” looks like a year in. The brief is built on fit, not just a spec sheet.
Weeks 1–2 · Market map
We work our network and map the market for the standouts - then open real conversations with the ones who fit, most of whom weren’t looking until we called.
Weeks 2–3 · Calibrated slate
You meet a tight slate - selective by design. Every name has been pressure-tested for capability and fit, with our honest read on each, including who we’d pass on and why.
Week 4 · Offer & close
We manage the offer, the counteroffer, and the emotional close - the part that quietly sinks most recruiting efforts. By here, the move is already something they want.
Day 1 onward · Integration
Onboarding and integration support so a strong hire becomes a durable one. The number we hold ourselves to isn’t placements made - it’s placements that stay.
Who we work with
“Help me build a team I’m proud of - without losing what made my practice special.”
We find leaders who protect your culture while they scale it, so growth never costs you the thing that built you.
“Give me repeatable people systems so it’s not all on me.”
A consistent, high-touch process you can run across locations - the same bar for talent at site ten as at site one.
“De-risk the human variable in our roll-up and protect the multiple.”
Discernment as risk mitigation on your largest variable cost. Rates, not counts - 93% retention is the math working in your favor.
The leadership and technology hires that make or break the next phase - that’s our work. Let’s talk about who you need next.