Strategy
Search strategy and calibration
Align the hiring team around what the leader must accomplish and the evidence that matters.
- Business outcomes and role scope
- Required versus preferred criteria
- Market tradeoffs and evidence to evaluate
For internal recruiting & executive talent teams
Run a retained-quality search.
With your own team.
Equip your recruiters with search strategy, candidate research, outreach materials, and interview tools built around the role. Your team owns the relationships and runs the hiring process.
Discuss your team’s needs →“Jason’s approach to talent recruiting is state-of-the-art and game-changing.”
Support across the decisions
that shape a search.
Choose the work your team needs; each engagement has its own agreed scope.
Research
Market and candidate research
Give your recruiter a sourced view of where to look, whom to consider, and why.
- Talent pools, sourced prospects, and priority rationale
- Source evidence, gaps, and useful referral routes
- Available contact information with verification status
Outreach
Candidate and outreach materials
Present the opportunity clearly and prepare your team for candidate and referral conversations.
- Candidate opportunity brief and supporting role context
- Candidate and referral messages, with follow-ups
- Guidance for personalization and replies
Selection
Interview and selection tools
We design tools around the role. Your team conducts interviews, evaluates candidates, checks references, and makes hiring decisions.
- Screening and interview guides, scorecards, and evidence anchors
- Finalist exercises and evaluation rubrics
- Reference questions and panel debrief and decision guides
Handoff
Search workbook and launch handoff
Equip your recruiter with editable working files and a plan for running the search.
- Research, outreach, and next actions in one workbook
- Working files for recording interview evidence and evaluation
- Launch plan and agreed handoff to your team
The mandate connects the research, candidate story, outreach, interview questions, scoring criteria, and launch plan. Choose the support that fills a gap; research is available independently.
Use the work.
Keep the ownership.
Use the role brief to align your hiring team and sourced research to prioritize outreach. Present the opportunity with the candidate brief and message drafts. Use interview guides and scorecards to gather and compare evidence, then reference and debrief guides to support your decision. Keep next actions in the search workbook.
A researched prospect is not a screened or interested candidate. Your team remains responsible for candidate outreach, process management, candidate assessment, references, offers, closing, and the hiring decision.
We agree the deliverables, review points, fees, timing, and data handling with you before starting.
Illustrative preparation example
Make the brief
useful in an interview.
Fictional example · No client or candidate data
- The starting request
- “We need a VP of Engineering who can scale the team.”
- The decision to clarify
- Is the priority delivery reliability, leadership depth, or entering a new product market?
- The evidence to examine
- Which outcomes did the candidate own, under what constraints, and what can be verified?
The agreed brief gives your team criteria to use in outreach and interviews. It does not replace your hiring judgment.
Work directly with Jason
Experience in
your team’s corner.
Jason La Barbera’s background includes executive recruiting at NVIDIA. He works with your team on the agreed preparation, research, and recruiting support.
Meet Jason →The first conversation is free. Keep candidate names and confidential materials for an agreed sharing process.
Bring us the role.
And the work you already have.
Keep candidate names and confidential materials for an agreed sharing process.
Scope the support →