At the Center of People + Purpose

Your values, structure, and goals shape every search.

We tailor each engagement to what’s needed now — while often uncovering what’s next.

Whether the outcome is a key hire or a deeper shift in leadership strategy, we guide the process with clarity, insight, and discretion — helping you find not just the right person, but the right leader for your future.

We approach talent acquisition as a strategic process, not just a transaction.

We help define the role your firm actually needs — then identify candidates who will thrive in your culture and shape what’s next.


When done with intention, recruiting strengthens leadership, supports culture, and positions your team for long-term growth.

How We Work

  • Understand the Firm

    1 • Understand who you are — as a business, a culture, and a practice.

    What We Do: Spend time with you and your team.

    • Review your history, your present state of practice, and your future potential — pipeline and possibilities.
    • Learn how you define success — across people, projects, and partnerships.

    Why It Matters:
    To guide the right search, we need more than a job description — we want to understand how your firm works, leads, and grows.

  • Define the Role

    2 • Clarify the search criteria and success profile —who you need and why.

    What We Do: Explore and refine role expectations and responsibilities.

    • Align on values, leadership traits, and long-term potential, as well as specific criteria.
    • Confirm hybrid/on-site details and compensation strategy.

    Why It Matters:
    The best hires happen when the role is clearly defined — not just in tasks, but also in how the position supports the firm's vision and promise for the future..

  • Craft the Story

    3 • Position the opportunity to attract top candidates.

    What We Do: Develop a narrative-driven job profile that reflects your values and voice.

    • Create a candidate-facing snapshot of the role, team, and firm vision, and an advertorial magnet for job posting.
    • Lead content development or coordinate with your in-house team.

    Why It Matters:
    Top candidates respond to purpose and vision, not vacancies. We make sure your opportunity feels like a step forward, not just a new job.

  • Research + Outreach

    4 • Your values, structure, and goals shape every search.

    What We Do: Identify and vet prospects through referrals and professional resources.

    • Use discreet but impactful outreach (personal networks + professional platforms).
    • Coordinate messaging across channels and associations.

    Why It Matters:
    Effective outreach is part storytelling, and part targeting. We balance discretion with buzz to reach the right people.

  • Select + Recommend

    5 • Share informattion about prospective candidates with you.

    What We Do: Screen, interview, and evaluate candidates in the context of your firm and your key talent requirements.

    • Conduct informal reconnaissance and references.
    • Present candidates based on potential, readiness, and fit.
    • Work with you to evaluate potential within your firm.

    Why It Matters:
    We don’t just vet for credentials.
    We look for alignment, adaptability, and the capacity to grow with your firm.

Like fingerprints, design practices are not identical — even offices of the same firm. Every person is different, and so are organizations.

  • We tailor our services for you, merging our expertise, strategic insights, cultural understanding, and business acumen to identify and articulate pivotal issues.

  • We ask essential questions to address organizational resilience and prosperity.

  • We champion creativity, exploration, innovation advocacy, and positive growth.

  • We don’t just consult. Together, we co-create, clarify, and catalyze.

Rather than focusing just on which candidates could step into existing roles, the real opportunity for strategic planning is to identify the leader who can take your company into the future. One way companies are starting to do this is through scenario-driven succession.

— Where traditional succession planning falls short
Jeff Rosenthal and Molly Rosen (HBR July 2025)