Executive Search + Fractional Recruiting
I help founders and HR leaders hire Director to C-level leaders and key individual contributors with direct sourcing and structured evaluation.
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Executive Search
Best for: Director to C-level roles that are high-impact, confidential, or hard to fill.
Finding the right executive talent is about more than just filling a position—it's about securing leaders who will drive transformation and long-term success. I partner closely with companies to identify and attract exceptional talent for Director to C-level roles through a personalized, research-driven search process.
My comprehensive executive search approach begins with a Strategic Needs Assessment, where I deep dive into your company's goals, challenges, and culture to define the ideal candidate profile. This is followed by Proactive Talent Sourcing, leveraging my extensive network and industry insights to connect with high-impact executives who may not be actively seeking new opportunities.
Each potential candidate undergoes Rigorous Candidate Evaluation, including in-depth screening, behavioral assessments, and executive-level vetting to ensure they have the skills, experience, and cultural alignment your organization needs. I also provide complete Offer Negotiation & Onboarding Support, ensuring a seamless transition for both the company and the new leader.
With a high-touch, consultative approach, I help businesses secure leaders who not only fit the role but elevate the organization. My executive search methodology is designed to identify transformational talent that will contribute to your company's long-term strategic objectives and sustainable growth.
Related reading: How I use hiring assessments after the offer is signed
Related reading:The Hidden Costs of a Bad Executive Hire: Why Getting It Right Matters More Than Ever
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Professional Recruiting
Best for: Key contributor and manager roles when you need speed without sacrificing quality.
For key contributor and management-level roles, my Professional Recruiting service delivers a streamlined, targeted approach to connect companies with top-tier talent efficiently. The process begins with a Customized Role Analysis where I identify key success factors and ideal candidate profiles specific to your organization's needs and culture.
Through Direct Sourcing & Candidate Outreach, I engage both passive and active talent within your industry, accessing qualified professionals who may not be visible through traditional recruiting channels. I also provide comprehensive Interview Process Management, coordinating all aspects of candidate screenings, interviews, and hiring logistics to create a smooth and efficient hiring experience.
My service includes a 90-Day Placement Guarantee, providing you with confidence in every hire and demonstrating my commitment to successful, lasting placements. This professional recruiting solution is ideal for organizations looking to fill critical roles quickly and effectively while maintaining a quality-first approach to hiring.
My streamlined methodology ensures you can secure the talent you need without sacrificing quality or cultural fit, helping your organization maintain momentum while building out your team with exceptional professionals.
Related reading: Hiring Like a Fortune 500 Company: What Small Businesses Can Learn
Related reading: Reference checks that actually predict performance
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Fractional Recruiting
Best for: Embedded support, req and pipeline management, flexible monthly models.
For companies that require scalable, ongoing recruiting support but don't need a full-time recruiter, my Fractional Recruiting service offers a flexible, embedded solution tailored to your hiring needs. This approach provides On-Demand Recruiting Support, seamlessly integrating with your team to manage ongoing hiring requirements without the overhead of a permanent recruitment position.
My service includes comprehensive Job Requisition & Candidate Pipeline Management, ensuring a steady flow of top talent for multiple roles simultaneously while maintaining quality and cultural alignment throughout the process. I offer Flexible Engagement Models that allow you to scale up or down as your hiring demands evolve, providing the exact level of support you need at any given time.
This Fractional Recruiting solution is perfect for growing companies, startups, or businesses navigating high-volume hiring phases. It delivers professional recruitment expertise in a cost-effective package that adapts to your organization's changing needs, helping you build your team strategically while optimizing recruitment resources.
Related reading: What a good recruiting partnership looks like when you need ongoing hiring support.
Related reading: Recruiting Partnerships in the Age of AI
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Custom Talent Partnership
Best for: Talent strategy and recruiting advisory when you need the right approach before choosing a search model.
Sometimes companies know they need help with hiring but are not sure which approach makes sense. My Custom Talent Partnership service is designed for those situations, when you want a trusted advisor to listen, understand your challenges, and shape the right solution together.
It starts with a Discovery Consultation, where we clarify your hiring needs, long-term goals, and pain points. From there, I create a Tailored Engagement Plan that may take the form of executive search, professional recruiting, fractional recruiting, or a Hybrid Model Design that blends these approaches into a framework unique to your organization.
This option is ideal for leadership teams who want a partner to help clarify their talent strategy before committing to a specific recruiting path. By combining consultation with execution, I ensure your organization gets exactly the level and type of support it needs, no more and no less.
8 Steps for a Successful Search
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Step 1: Needs Assessment
Every successful search begins with a deep understanding of your organization’s goals, culture, and leadership needs. I take the time to assess not just job requirements but also long-term strategic alignment, ensuring we identify candidates who will truly elevate your business.
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Step 2: Market Research
I analyze industry trends, talent availability, and competitor benchmarks to develop a targeted search strategy. This data-driven approach ensures you attract top-tier leadership talent while staying ahead of market trends.
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Step 3: Candidate Sourcing
Leveraging my deep network, direct outreach, and industry connections, I identify high-impact executives who may not be actively looking but are the perfect fit for your organization. I go beyond job boards, engaging with proven leaders who align with your vision.
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Step 4: Screening and Evaluation
I conduct in-depth assessments of candidates' leadership capabilities, industry expertise, and cultural fit within your organization. Through structured interviews and detailed evaluations, I ensure each finalist is not only highly qualified but also positioned for long-term success in your company.
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Step 5: Shortlisting
I present a highly curated shortlist of the most qualified candidates, complete with detailed profiles, insights, and recommendations, so you can make informed decisions with confidence.
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Step 6: Client Interviews
I facilitate seamless interview coordination, ensuring you have all the insights needed to evaluate candidates effectively. I provide structured feedback loops to refine the selection process and help you identify the right leader for your team.
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Step 7: Offer and Negotiation
Once you’ve selected the ideal candidate, I partner with you throughout the offer and negotiation process, providing strategic guidance on compensation, contract structuring, and closing the hire. My role is to ensure both parties reach a strong agreement that sets the foundation for a successful placement.
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Step 8: Onboarding and Follow-Up
My commitment doesn’t end with the placement. I provide ongoing transition support, helping both the candidate and your organization ensure a seamless integration and long-term success.
FAQ
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What makes Terrace Vanguard different?
I’m a solo executive search and recruiting consultant, so you work directly with me from intake to offer. I’m hands-on, I’m proactive about sharing market feedback, and I run a structured process so you always know where the search stands. The goal isn’t just to fill a role, it’s to get you the right person for the role and your stage.
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Retained vs. contingency: which is better?
It depends on the role and urgency. For senior, high-impact, or hard-to-fill hires, a retained or project-based approach usually works best because it supports deeper research, proactive outreach, and tighter process management. For more straightforward roles with a strong candidate pool, contingency can make sense. If you tell me what you’re hiring for and why, I’ll recommend the best approach.
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How do you handle communication throughout the search process?
I set a weekly cadence from the start. You’ll get a clear pipeline view, updates on outreach and responses, and any market feedback that affects the search (compensation, title, location, competitor talent, and dealbreakers I’m hearing). If something needs adjusting, we adjust early.
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What is the typical timeline?
Timelines vary by role and market, but I aim to move fast without rushing the evaluation. As a baseline, I typically deliver an initial slate within about 15 business days for active searches, then keep building the pipeline until we close the hire. If you’re in a time crunch, tell me and I’ll outline a realistic plan.
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How do you find candidates beyond inbound applicants?
I start with a research-driven target list and go directly to the people you actually want, including candidates who aren’t actively applying. I combine outbound outreach, referral-style sourcing, and screening focused on impact, scope, and fit for your stage.
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What if I have more questions?
Send me a quick note through the contact form with the role, level, and what you’re solving for. If it’s a fit, I’ll suggest the simplest way to get started.
The Terrace Vanguard Playbook Series
Alongside our consulting services, we offer digital playbooks written from over a decade of recruiting and advisory experience. These guides give you the same systems we use with clients, packaged so you can implement them on your own.
A smarter way to run reference checks. Instead of generic “Would you hire them again?” questions, this playbook gives you probing prompts, scoring frameworks, and legal considerations that uncover how candidates actually perform day-to-day. It turns a routine step into one of the most valuable parts of your hiring process.
Executive hires make or break small businesses. Drawing on years of consulting in executive search, this playbook gives you a proven framework for interviewing leadership candidates. With carefully chosen questions and evaluation criteria, it helps you cut through polished resumes and identify leaders who can actually deliver results in resource-constrained environments.
Your full roadmap to hiring smarter and faster, from defining roles and writing strong job descriptions to sourcing, screening, and closing the right candidates. It’s built for small business owners who can’t afford hiring mistakes and need a repeatable system to consistently land great people.