I find the people others can’t, regulatory law partners, HODs, and other senior operators who don’t respond to ads. My work is built on deep networks, not databases.
I operate inside referral-only ecosystems across Europe and the US, elite alumni groups, founder circles, and private communities where top performers move quietly.
I signal discreetly inside trusted networks, engage directly, and close fast. Every search is run with accuracy, discretion, and purpose.
A European AI infrastructure investor came to me after six months of failed searches with larger firms. They’d seen polished CVs, none with the right blend of capital markets literacy and deep tech infrastructure experience.
I built a short target list within a week, drawn entirely from personal networks. No ads, no cold outreach. Three of the four candidates were off-market senior counsels from major tech companies overseeing global data centre and commercial build-outs.
Within a month, the fund hired their preferred candidate from a leading US cloud provider, someone who’d negotiated billion-dollar infrastructure and energy deals across EMEA.
Result: retained in under ten days, offer accepted in thirty-three, zero drop-outs.
Lesson: real search isn’t volume, it’s access.
A high-growth fintech was preparing for a major product launch into new European markets. They’d briefed two other recruiters before me, both focused on speed rather than fit. The result: dozens of irrelevant profiles and zero progress.
I cut the noise. Instead of sourcing from the usual in-house crowd, I went upstream, targeting lawyers who’d built regulatory frameworks at tier-one banks and had since moved into fintech advisory roles.
Within two weeks, I introduced three candidates, all passively open. The hire came from a global payments company, bringing exactly the blend of regulatory rigour and commercial pragmatism the business needed.
Result: first shortlist in seven days, offer signed in twenty-one, role now embedded as a key part of their European leadership team.
Lesson: precision beats volume, every time.
A venture-backed AI platform in New York came to me after a co-founder burnout left them without a steady operational lead.
They’d interviewed half a dozen “growth operators” from glossy résumés but none who’d actually scaled a product from chaos to Series C.
I mapped the market myself, founders turned operators, not operators pretending to be founders. Within two weeks they had four conversations that felt like therapy rather than interviews.
The hire was a former Head of Ops from a robotics firm who’d managed distributed teams across three time zones and still wrote SQL.
Result: offer signed in 28 days, first board deck delivered six weeks later.
Lesson: titles impress investors, but pattern-recognition hires keep companies alive.
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