Executive Search & Advisory

Your executive team should compound capital, not absorb it.

We help companies design the right senior leadership seat, then place the full-time, fractional, or interim executive built to own the outcome.

Book a call See how we work
Five years inside executive teams at —
Meta Apple Amazon Netflix Google Palantir Stripe Databricks Capital One
And many more to whom we remain grateful.

The approach

// THE STANDARD

Executive teams must be both capital-efficient and AI-informed. Anything else is structural drag.

// CAPITAL-EFFICIENT

Capital is tighter. Leadership has to match.

In a tightening market, the winning companies will not have the largest executive teams. They will have the clearest executive ownership, the leanest useful structure, and the right people in the right seats. We design and place against that standard.

// AI-INFORMED

AI-informed leadership is a design principle, not a department.

Every company does not need to become an AI company. Every company needs leaders who understand how AI will affect its margins, customers, workflows, talent needs, and competitive position — before they're forced to react.

Where does your team
actually sit?

/ 02 Diagnostic
Capital-Efficient + AI-Informed

Compounding advantage.

The position the next decade rewards.

Capital-Efficient + AI-Exposed

Short-term advantage.

You're lean, but competitors using AI better will close the gap fast.

Capital-Inefficient + AI-Informed

Expensive progress.

The tech is sharp. The org chart will eat the margin.

Capital-Inefficient + AI-Exposed

Structural risk.

An old playbook running into a new market. The most expensive place to stand.

How we work

// What this firm does

A different kind of executive search.

Most firms hand you a slate of candidates against a job description written six months ago. We design the seat first, then place the executive who actually fits the next twelve months of strategy.

One process. Full-time, fractional, or interim. The seat comes first.

01

The seat

Before anyone is sourced, we define what the role needs to own: outcomes, decision rights, operating cadence, and whether the business actually needs a full-time executive.

02

The shortlist

A focused slate of executives, full-time, fractional, or interim, sourced against the seat we just defined. Capital-efficient by design. No filler candidates to pad the list.

03

The fit

Placement, onboarding into the team architecture, and a working relationship that continues as strategy shifts. Search is not the transaction. The first ninety days are part of the work.

// How we charge

Flat fees on full-time placements. Capped monthly retainers on fractional engagements. Custom terms on interim.

Traditional search fees rise with compensation. Ours do not. The incentive stays on the right seat, the right scope, and the right executive.

Specific terms shared on the call.

About

/ 04 Why this firm exists
Samantha Sloane

Four seats. One pattern.

Most people in executive search have sat in one chair. This firm was built from four.

Founder. Started a company. Sold the IP. Learned what every wrong hire costs when it's your cap table.

Growth. Joined the growth team at a billion-dollar wellness brand and helped lead its expansion into New York. Saw what an executive team looks like when it's actually built for velocity, and what it looks like when it isn't.

Search. Boutique headhunting for hedge funds, private equity, and family offices. The end of the market where mediocre placements aren't survivable. Learned what separates executives who compound from executives who absorb.

Advisory. Five years working inside the executive teams at Meta, Apple, Amazon, Netflix, Google, Palantir, Stripe, Databricks, Capital One, and others. The same structural failure showed up everywhere: leadership architectures designed for a different decade, running inside companies that needed something else.

This firm is what fixes it at the source.

Insights

/ 05 Behind the Offer
// Podcast & Substack

Behind the Offer.

This is the only place that takes you inside the decisions that change the shape of a company: the C-suite hires, fractional placements, and advisory seats that build for or against next era.

Behind the Offer goes past the announcement and into the real data and decisions behind the hire: why the seat existed, what the company needed, how the executive was chosen, and ultimately whether the decision compounded capital or just absorbed it.

Listen on Spotify Read on Substack

Media

// Maison Social Club

On reinvention, leadership, and what compounds.

Hosted by Maison Social Club

Watch on YouTube // The Ambitious Network

On building a presence that earns the right calls.

Hosted by Kate Perkovic

Watch on YouTube

Every hire compounds or absorbs.

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