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While we are not a business designed to place job-seekers, there are times Banff's clients are in transition. The leading executive search teams know and trust Banff to source us for their work. Over the past 12 months, our discreet recommendations to the industry's top search teams have led directly to companies hiring - and leaders becoming: ·     CEOs, PE-Backed Technology ·     CEOs and COOs, Series B-C SaaS ·     CEO, Top 30 Bank ·     Publicly-traded Board Directors (many) ·     Private growth stage Board Directors (many) ·     COOs and Operations Heads, Public Consumer Marketplaces ·     Heads of Human Resources (many) If you are a search team working on pedigree searches, contact us. Our goal is to make the system work better for everyone, in a highly curated, very carefully vetted manner. If you are a corporation who covets top leaders and leverages executive search teams, encourage them to source us.

Edition 2 of The Inside Job is now out! 🎉✨ The newsletter for growth leaders in the tech space, offering real-world expertise, insights, and tips. This month's edition features: 🎙️ James Bagan, Operating Partner at Frog Capital, shares invaluable insights on navigating SaaS leadership through crisis and growth, backed by 30 years of experience. 🧑💼 A C-suite hiring case study in a tight talent pool, with key takeaways you can apply. 💸 A guide to optimizing SaaS pricing to make sure you're not leaving money on the table. Please subscribe, share and send us your thoughts!

If you say no to the profiles presented to you by your exec search firm then the upfront fee was not worth it. Accuracy = Speed and better outcomes and your search partner should have helped define accuracy at the very beginning We just completed our latest search for a Technology Leader in 7.5 weeks 🤯 🚀 A small, accurate and hyper-engaged cohort presented 🚀 95% of presented candidates were interviewed 🚀 Operational sprint model deployed 🚀 Offer to contract signed 2 days Key steps: ✅ Validating the thing you think you need against the outcomes you need to achieve next as an organisation is truly where you set the whole thing up for success ✅ Align the entire hiring group on what the value of the hire is, what they are expected to achieve and what we are looking for when assessing the person. ✅ Research, making sure the thing you are going to be searching for actually exists in the volumes required to get it. If it doesn't, a pivot is required before you even start searching. ✅ Clear, well built and objective processes have to exist ✅ Once accuracy, confidence and alignment exist, go fast. ✅ Oh, and have the best Research & Sourcing lead in the business like Iñez Eppinga Here are the highlights from our latest exec search campaign 👇 ------------------------------------------------------------------------ I am Tom Pyle, Founder of Introed and we help founders and scale-up companies hire exceptional leadership teams so that they can win. ♻️ For reach 💬 For debate 📥 DM me if you are hiring execs

In the second edition of The Inside Job - the new newsletter from Herringbone Search - I ask James Bagan at Frog Capital about navigating SaaS leadership in times of crisis and growth. From the 2008 financial crash to today's economic challenges, James draws on over 30 years of experience to offer practical advice on cash flow management, diagnosing sales problems, and building resilient, high-performing teams. Here is what we get in to: The #1 mistake SaaS companies make during financial crises ✅ How to diagnose and solve sales issues using evidence, not opinion ✅ The power of resilience and hiring in scaling a SaaS business ✅ Why cash management is still the most critical factor for survival ✅ #SaaS #Leadership #Growth #Technology

Is hiring limiting your growth? If the answer is yes, this is for you. After surveying Directors/ Founders, we've created a questionnaire for you to take. Why would you want to fill this out? Once you've completed the scorecard, you'll receive a FREE report with tips and tricks to help improve your hiring process. If you have 5 minutes, click the link below and find out how your business can get to the next step. #businessgrowth #hiring #progression

As Kelly Boykin of Growth Curve Advisors shares in this recent article, hiring a fractional executive is about more than just filling a gap—it’s about making a strategic decision that can propel your business to new heights. Check out the article for tips on what to look for and what to avoid when bringing a fractional executive onto your team. Be sure to keep an eye out for insight from ClearEdge’s very own SVP of Recruiting, Lesly Cardec 👀 Read here: https://lnkd.in/gqiMPb-A

How is the market for senior executive hires in the US right now? Plus, what can your company do to improve the chances of making the game-changer hires you would like to make? Watch below to get the thoughts of Anu Parthasarathy, interviewed here by Tony Restell of Social-Hire.com

𝗧𝗵𝗲 𝗼𝗻𝗹𝘆 𝘁𝗵𝗶𝗻𝗴 𝘄𝗼𝗿𝘀𝗲 𝘁𝗵𝗮𝗻 𝗳𝗮𝗰𝗶𝗻𝗴 𝗮 𝗵𝗶𝗴𝗵-𝘀𝘁𝗮𝗸𝗲𝘀 𝗵𝗶𝗿𝗶𝗻𝗴 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝗮𝗹𝗼𝗻𝗲? Facing it with the wrong partner. A great search partner isn’t just someone who fills a role—they’re someone who helps you move your business forward. They don’t just find you a leader; they find the right leader, someone primed and ready to make an impact where it matters most. They don’t stop at asking, “What position are you filling?” Instead, they dig into the bigger question: “Where do you want your business to go?” Because a great partner knows this isn’t just about hiring—it’s about creating momentum towards an ideal future. A true partner listens first. They absorb your vision and your challenges. Then, they act with purpose, and show up with solutions that align. They don’t waste your time with flashy presentations or empty promises. They’re the ones who call with clarity and answers when you need them most. They don’t sugarcoat hard truths, but they won’t leave you to face them alone. They shoulder the responsibility for you, with a commitment to your success. And when the job is done—when the leader is in place, the impact is felt, and your business is moving forward—you’ll realize this wasn’t just about a hire. It was about partnering with the one who understood where you wanted your business to go. So when the stakes are high, and the future of your organization is on the line, ask yourself: Who’s your search partner? Because when it matters most, you need someone that you trust, who understands, and who shares your commitment to moving the business forward.

Do you want to know how CEOs and investors can re-build trust after a tough 2023? Curious about the strategies high-performing sales leaders are using to thrive? Wondering about the hiring trends that will impact businesses and job seekers in 2024? Look no further! Our team spoke with approximately 100 CEOs, CROs, and investors to bring you the latest insights on the sales landscape for growth-stage tech companies. Check out our white paper to learn more! https://lnkd.in/gjHs65a9 Illuma Search Partners

I like to talk about "Hiring Risk" a lot, the perm hire vs contract, timing, costs etc. But there's one piece which falls in the Hiring planning side that I think is one of most important decisions that hardly anyone makes: Include your Talent Leaders in your product development roadmap. Understanding what skill deficits exist, the time it takes on average to source, hire, onboard those people, the impact that has on your current team (too long, over-work/burnout = increased attrition) is incredibly important. Your Talent team understanding the risk of NOT having specific people in place by certain times impacts how they operate on a day-to-day basis. It also helps with their engagement, mission alignment & sense of purpose. It also has very real, lasting business impacts. Are you going to miss company goals/milestones? Will you miss your GTM beat with key events? How will this impact revenue/your next round of funding or even your runway? If you're not doing this, and keep finding that having the right people at the right time is an issue for your business, give this a try. There is no risk in including just one more person in these discussions, but plenty of risk if you don't.