Question 1

What is your track record and experience placing executives in our industry?

Accepted Answer

We have over 15 years of executive placement experience and have successfully completed hundreds of searches with a retention rate in the 90th percentile at the two-year mark. Many of our clients continue to use us year after year. We maintain a strong network of not just engineers, but leaders and C-level people across multiple industries from manufacturing, oil and gas, to the AI industry — from Pennsylvania all the way to Texas.

Question 2

What does your executive search process look like from start to finish?

Accepted Answer

Our executive search process begins with learning about the role and your company culture. We do a deep dive to understand exactly what you need and the type of person who will truly thrive at your organization. Once we have a firm understanding, we launch a targeted phone call campaign, starting from a list of 100 qualified people and working our way down. We also reach out through our LinkedIn network, vet candidates thoroughly, and ask for referrals — about 40% of our placements come directly from referrals. We believe the best recruiting is done over the phone, not via email or text.

Question 3

How long does a typical executive search take?

Accepted Answer

A typical executive search takes up to two months. We generally provide qualified candidates within the first two weeks and continue refining the search as we move forward. When the need arises, we can move at a faster pace, but we truly prefer to work on a realistic timeline that allows us to deliver the best possible results.

Question 4

How are you compensated? What are your fees (retained vs. contingency)?

Accepted Answer

We offer flexible compensation structures: retained, contingency, and containment searches. Our typical fee is 25–30% of the first-year salary. On very exclusive and high-level roles (especially CEO or C-level positions), we work on a fully retained basis and base the fee on total first-year compensation.

Question 5

How do you ensure confidentiality and assess cultural/leadership fit?

Accepted Answer

Over 15 years of doing this, we have always held total confidentiality for both candidates and clients — we have never had a single issue with information leaking. When it comes to cultural and leadership fit, we go far beyond just placing someone. We focus on the long-term effect this person will have on your company’s profit and impact. Most of the executives we place make a material difference within their first year.

Question 6

Who will actually work on my search, and what is their experience?

Accepted Answer

Typically, A managing partner, or one of our VPs who each have over ten years of senior-level experience. We very rarely involve anyone else. On cold calls we do utilize our experienced team of recruiters, but the strategy and relationship with you stay with senior leadership the whole way.

Question 7

What is your policy on conflicts of interest and do-not-poach rules?

Accepted Answer

In all of our contracts with clients, we have a very strict policy of never recruiting or taking people from companies we are currently working for. I have never had a single issue with this in over 15 years.

Question 8

How do you handle internal candidates or compare them to external ones?

Accepted Answer

If it is a retained search, my sole goal is to get the right person in the role — whether internal or external. If it is a contingency or exclusive search focused on external candidates and you end up hiring an internal candidate, we do not charge our fee. I’m genuinely excited when the role is filled either way because we are building long-term relationships, not chasing one-and-done placements.

Question 9

Why should I choose your firm over other executive recruiters in Pittsburgh?

Accepted Answer

First, I have over 15 years of hands-on experience — very few firms in Pittsburgh have this kind of track record. Second, with bigger firms you often get junior recruiters who are just trying to fill seats. We take a different approach: we put the right person in the role every single time, using brutal honesty. We rate every candidate on whether we would personally hire them and make sure they align with what you’re truly looking for. We specialize in the industries that matter here — oil and gas, energy, AI, and manufacturing — and we were born and bred in Pittsburgh, so we understand the local talent pool and the unique needs of companies in this region.

Question 10

Do you specialize in any particular industries or regions?

Accepted Answer

We have worked across many roles — from ergonomists to drilling engineers to administrative assistants — but our primary focus over the last several years has been the energy sector (anything dealing with power and fuel, including oil and gas) and the AI industry. We have been chosen by several high-level AI companies to recruit data scientists, technical leaders, and even their HR teams that understand the space. We also place plant managers and other key manufacturing roles. Our network runs from Pennsylvania all the way to Texas and beyond.

Question 11

What guarantees or success metrics do you offer?

Accepted Answer

If we are retained, it is 100% — we do not stop until the role is filled and you are happy with the person. Our success metric is simple: long-term retention and real impact on your company’s bottom line.

Question 12

How do you incorporate diversity and inclusion in your searches?

Accepted Answer

We are a search firm that specializes in finding the right person for the role. We do not discriminate — ever. The best candidate wins based on skills, experience, and cultural fit.

Looking for recruiters in the Pittsburgh region or executive recruiter help in the Pittsburgh region? We specialize in placing top talent for energy, AI and engineering companies across Pennsylvania.

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