RETAINED SEARCH & TALENT INTELLIGENCE
The leaders you hire today
will define your next three years.
UltraTalent Executive is a retained search and talent intelligence practice for companies that need to hire, upgrade, and future-proof their leadership teams — before the market moves without them.
40%
of externally hired executives fail within 18 months. The process you use to find them is the variable.
3 Years
The leaders you appoint today will shape your commercial performance, AI capability, and competitive position for the next three years.
Top 1/3
The people who will transform your business are the top third at other companies. They’re not on job boards. They’re not looking.
TALENT INTELLIGENCE
Audit your team. Identify the gaps.
Upgrade before your competitors do.
Most companies only think about hiring when someone leaves. By then, you’ve already lost months — and you’re competing for whoever happens to be available, not the best person in the market. A proactive talent intelligence partner changes the equation.
Step 1 – Audit Your Team
We work with your leadership team to map every person in a critical function against where the business needs to be in three years — grading each as green, yellow, or red.
Not equipped for where you’re going
Good people in the wrong seat. Their skills were built for a different era. Every quarter you wait to act is a quarter your competitors use to pull ahead.
Capable but not yet proven at this level
May develop with the right support — or may need to be upgraded with green talent, especially if the function is strategic and the timeline is urgent.
Delivering results and ready for what’s next
High performers aligned to the future direction of the business. These are the people you want more of — and the standard your upgrades need to match.
Step 2 – Replace Reds & Yellows with Greens
Once you know where the gaps are, we go to market as your proactive talent intelligence partner — sourcing, assessing, and securing the green talent your team needs.
Scout the top third at target companies
Green talent is the top third at your competitors and adjacent companies. They’re not on job boards. We identify them, approach them, and bring them to you.
Replace strategically, not reactively
Proactive replacement means you choose when to upgrade — on your timeline, with the best available talent — rather than scrambling after a resignation.
Build the team your 3-year plan demands
The commercial pedigree, AI sensibility, and operational depth your business needs in three years starts with the hiring decisions you make today.
Ongoing intelligence, not one-off recruitment
We continuously monitor the talent landscape across your critical functions — so when you need to move, the shortlist is already warm.
Reactive Vs. Proactive Comparison
REACTIVE HIRING
Wait for a vacancy to open
Post a job ad and hope the right person sees it
Screen whoever happens to be looking
Compete with every other company on the same boards
Settle for the best available, not the best in market
Replace red talent with yellow talent
Repeat the cycle in 12 months
PROACTIVE TALENT INTELLIGENCE
Audit your team against where the business needs to be
Grade every critical role as green, yellow, or red
Scout green talent at target companies before you have a vacancy
Engage passive candidates through confidential, trusted channels
Present only candidates assessed against your leadership scorecard
Replace reds and yellows with greens — upgrade, don’t just fill
Build the team your next three years demand
— OUR RETAINED SEARCH METHODOLOGY
Score. Source. Select
A disciplined, repeatable process that removes guesswork from your most consequential hires and gives you confidence in every candidate on the shortlist.
Score
DEFINE WHAT GREAT LOOKS LIKE
Before a single candidate is contacted, we build a Leadership Scorecard with your stakeholders – aligning on the outcomes, competencies, and cultural markers that define success in this specific role, in your specific business.
Stakeholder alignment sessions with hiring leaders
Success outcomes defined at 6, 12, and 36 months
Competency and leadership behaviour scorecard
Compensation architecture and market positioning
Confidentiality and search scope agreed
Source
MAP, IDENTIFY, ASSESS
We conduct original market research to identify high-performing, passive candidates across target sectors and adjacencies — then rigorously assess every individual against the scorecard before you see a single profile.
Target company and sector mapping
AI-augmented sourcing across 30,000+ mapped professionals
Confidential, relationship-based outreach
Competency-based candidate assessment against scorecard
Rated shortlist with full market intelligence
Select
INTERVIEW, DECIDE, CLOSE
We manage the full interview and selection process — presenting a calibrated shortlist, coordinating stakeholder interviews, and advising through offer negotiation and onboarding to ensure a strong close and lasting outcome.
Shortlist presentation with scorecard assessments
Interview process design and stakeholder coordination
Feedback calibration across decision-makers
Reference checks and background verification
Offer advisory, negotiation support, and 12-month check-ins
Built For
When the hire shapes the next three years.
UltraTalent Executive is for searches where a wrong hire or prolonged vacancy carries disproportionate business impact — across commercial, technology, and AI leadership.
VPs & Heads of Department
Functional leaders who own strategy, budget, and team. A wrong appointment sets an entire division back by 12 months or more.
AI & Technology Leadership
Heads of AI, data leaders, and technology executives building new capabilities. Scarce talent pools where reach and credibility define the shortlist.
C-Suite & Executive Leadership
The roles that shape company trajectory. Assessment rigour, discretion, and stakeholder alignment are non-negotiable.
Directors & Senior Managers
Experienced operators who translate strategy into execution — domain specialists with the leadership maturity to build and scale teams.
Transformation & Special Projects
New capabilities, market entries, AI integration, and strategic initiatives — roles created for a specific outcome that doesn’t fit a standard job ad.
Confidential & High-Priority Hires
Leadership replacements, succession planning, and roles where discretion is paramount. Searches that cannot be advertised without business risk.
HOW WE ENGAGE
A retained partnership, not a transaction.
Every UltraTalent Executive engagement begins with a retained commitment — because the best search outcomes come from dedicated focus, exclusive access, and genuine investment on both sides.
— SCORE
Retained engagement begins
An upfront retainer secures dedicated search capacity, initiates stakeholder alignment, and funds the Leadership Scorecard build.
— SOURCE
Market mapping & assessment
Original market research, candidate identification, and scorecard-based assessment. Weekly progress reports with full visibility into every candidate approached.
— SELECT
Interview, close, onboard
Shortlist presentation, interview coordination, offer advisory, and a 12-month placement guarantee with check-ins through the first year.
We work exclusively on your search. No competing mandates. No split attention. A retainer is committed at engagement, with the balance structured around delivery milestones. Every engagement includes weekly progress reports, a complete record of every candidate approached, and a 12-month guarantee.
15+
Years of recruitment and operator experience across commercial, GTM, and technology leadership
25k+
Mapped professionals across our active talent network in APAC, US, and EMEA
12 mo
Placement guarantee on every retained executive engagement
100%
Transparency — full candidate coverage and weekly scorecard reporting
The next three years start with the hire you make today.
Whether you need a retained search for a critical leadership role or a talent audit to identify where your team needs upgrading — we’ll help you build the scorecard and go find the green talent your business needs.