Executive Search + Fractional Recruiting
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Executive Search
Best for:Director to C-level roles that are high-impact, confidential, or hard to fill.
I run a research-driven search process from role definition through onboarding. That means building a candidate target list based on your specific requirements, going directly to the people you actually want, including those who aren't looking, and managing evaluation, offer negotiation, and transition support so nothing falls through the cracks. You work with me directly the entire time. Executive Search placements include a 180-day replacement guarantee.
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 roles below the executive level where you still can't afford a miss. I source candidates through direct outreach, not job board applicants, coordinate the full interview process, and stay involved through close. Every placement comes with a 90-day guarantee.
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.
I embed with your team on a monthly basis to manage open requisitions, build pipeline, and run your hiring process across multiple roles. You get a senior recruiter without the full-time overhead, and you can scale the engagement up or down as your needs change.
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.
You know you need help hiring but aren't sure which model fits. We start with a discovery session where I assess your hiring needs, then I design an engagement based on what you actually need, not what generates the highest fee. That could be executive search, fractional recruiting, or a hybrid of both.
8 Steps for a Successful Search
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Step 1: Needs Assessment
Deep dive into your goals, culture, and what success looks like in the role.
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Step 2: Market Research
Analyze talent availability, comp benchmarks, and competitive landscape.
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Step 3: Candidate Sourcing
Direct outreach to high-impact candidates, including those not actively looking.
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Step 4: Screening and Evaluation
Structured interviews assessing leadership capability, expertise, and cultural fit.
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Step 5: Shortlisting
A curated slate with detailed profiles and my recommendation on each.
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Step 6: Client Interviews
I coordinate scheduling, prep, and structured feedback between rounds.
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Step 7: Offer and Negotiation
Strategic guidance on comp, terms, and closing the hire.
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Step 8: Onboarding and Follow-Up
I stay in touch through the transition and conduct post-start check-ins to help the placement get established.
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?
Both. Which one fits depends on the search, not on my preference. Contingency works well when the role is well defined, the candidate pool has depth, and you want to see people without an upfront commitment. Retained or engaged search makes more sense when the pool is small and mostly passive, when the search is confidential, when you're hiring for a function no one on your team has hired before, or when the role has been open for months and the current approach clearly isn't working. Those searches need real research time before the first outreach, and the structure has to account for that. Tell me what you're hiring for and where the search stands today, and I'll tell you which model I'd recommend and why.
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How do you handle communication throughout the search process?
I set a biweekly reporting cadence from the start. You’ll get a clear pipeline view, updates on outreach and responses, and any market feedback affecting the search, including compensation, title, location, competitor talent, and dealbreakers I’m hearing. If something needs attention sooner, you'll hear from me immediately.
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What is the typical timeline?
On most completed searches, I identify the candidate who is ultimately hired within the first 12 business days. I typically deliver an initial slate within about 15 business days. Interviews, scheduling, references, and offer negotiations extend the full process, so most searches formally close within 60 to 90 days.
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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.
Get Started
Let's talk about your next hire.
If you’re hiring and want to pressure-test the role, the market, or the best way to run the search, schedule a consultation and I’ll tell you honestly whether I’m the right fit.