Functions
Administrative
The roles that keep executives functional.
Why this seat matters
When this role sits empty, the most expensive people in the building start doing the least expensive work, and every decision downstream gets slower. It’s a vacancy that never appears in a report but is felt every single day.
Roles we place
Chief of Staff
Executive Assistant
Office Manager
Operations Coordinator
Who we place
Chief of staff, executive assistant, and operations coordination roles that sit closest to leadership. We screen for judgment and discretion before anything else.
How we find them
The best executive assistants and chiefs of staff are loyal to the leaders they support, so they aren’t applying anywhere. We start fresh on every search, approach them directly and discreetly, and learn how they work alongside an executive. You meet 2 or 3 people you’d trust with your calendar and your inbox.
We commit to
Thirty days from intake to accepted offer, so your leaders get their time back quickly. One relationship manager who learns how your executives like to work and stays with you from the first search to the tenth. No pods and no hand-offs along the way.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
These roles close quickly, but fit matters more than credentials. Expect us to spend more of the screen on how someone actually works than on what is on the resume.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your executive is spending hours a week on work that should be delegated.
You care more about how someone operates than about where they have worked.
You can make a decision quickly once you meet the right person.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Administrative
The roles that keep executives functional.
Why this seat matters
When this role sits empty, the most expensive people in the building start doing the least expensive work, and every decision downstream gets slower. It’s a vacancy that never appears in a report but is felt every single day.
Roles we place
Chief of Staff
Executive Assistant
Office Manager
Operations Coordinator
Who we place
Chief of staff, executive assistant, and operations coordination roles that sit closest to leadership. We screen for judgment and discretion before anything else.
How we find them
The best executive assistants and chiefs of staff are loyal to the leaders they support, so they aren’t applying anywhere. We start fresh on every search, approach them directly and discreetly, and learn how they work alongside an executive. You meet 2 or 3 people you’d trust with your calendar and your inbox.
We commit to
Thirty days from intake to accepted offer, so your leaders get their time back quickly. One relationship manager who learns how your executives like to work and stays with you from the first search to the tenth. No pods and no hand-offs along the way.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
These roles close quickly, but fit matters more than credentials. Expect us to spend more of the screen on how someone actually works than on what is on the resume.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your executive is spending hours a week on work that should be delegated.
You care more about how someone operates than about where they have worked.
You can make a decision quickly once you meet the right person.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.
Functions
Administrative
The roles that keep executives functional.
Why this seat matters
When this role sits empty, the most expensive people in the building start doing the least expensive work, and every decision downstream gets slower. It’s a vacancy that never appears in a report but is felt every single day.
Roles we place
Chief of Staff
Executive Assistant
Office Manager
Operations Coordinator
Who we place
Chief of staff, executive assistant, and operations coordination roles that sit closest to leadership. We screen for judgment and discretion before anything else.
How we find them
The best executive assistants and chiefs of staff are loyal to the leaders they support, so they aren’t applying anywhere. We start fresh on every search, approach them directly and discreetly, and learn how they work alongside an executive. You meet 2 or 3 people you’d trust with your calendar and your inbox.
We commit to
Thirty days from intake to accepted offer, so your leaders get their time back quickly. One relationship manager who learns how your executives like to work and stays with you from the first search to the tenth. No pods and no hand-offs along the way.
{
Who we serve
}
You don’t need
a specialist.
We are experts in search, and search is what you need.
Our founders came up inside the largest staffing firms in the country. On one of those desks, less than 5% of the team had ever worked a day in the field they were selling into. Every one of them was still sold to clients as a specialist. It’s the oldest trick in the industry and it’s worth knowing about before you buy.
A search is decided by judgment. The questions asked at intake. The candidate a resume can’t capture. AI writes resumes to match job descriptions now. Telling real from polished is the whole job.
{
Pinpoint search
}
Expect a real partner.
These roles close quickly, but fit matters more than credentials. Expect us to spend more of the screen on how someone actually works than on what is on the resume.
If a search is genuinely difficult you will hear it at intake, not at week 4. On a hard specification, expect 2 candidates worth interviewing rather than 10. A hire is only successful for us if the person stays.
We’ll ask something of you in return: Give us one structured intake meeting, feedback within 24 hours of each interview round, and two rounds of interviews with your shortlist.
{
Human Judgment
}
We’re a good fit if…
Your executive is spending hours a week on work that should be delegated.
You care more about how someone operates than about where they have worked.
You can make a decision quickly once you meet the right person.
And we’re probably not a good fit if you want to hand over a job description and hear back in a month. This only works when we’re in it together.