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Proof, not promises

Trusted on both sides of the table

The clearest measure of a search firm is what the people on the other end of the work actually say about it. Real quotes from the hiring leaders who keep calling us back, and the candidate we placed into the role that mattered.

Client Stories Candidate Stories Guarantee
The record

The work speaks louder than logos

In a market this small, the testimonials below are anonymized by title and company type, because the people who say them are still doing the work, and the companies that hired us are still hiring. What follows is real: defensible facts, the words of three hiring leaders, and the words of a candidate we placed.

21yrs
Specializing in this work
50%+
Higher success rate vs. other recruiters
2
Markets we go deep on
US
Nationwide coverage
For hiring teams

Client stories

Heads of Product, Sales leaders, and founders at legal technology and litigation support companies do not hire a search partner to fill a seat. They hire one to protect their time, raise the floor on who walks through the door, and close the kind of talent that never answers a job post. The leaders below came to us with hard searches: product management and product marketing roles that resist sourcing, sales seats that decide a quarter, GTM hires made under pressure to scale. What they describe is the same pattern, told three different ways: pipeline they could trust, a partner who did the work, and an outcome that beat the alternative.

“
Sourcing quality Product Managers and PMM candidates has always been a challenge. A mentor recommended Search Consultants as ‘providing shockingly good PM and PMM candidates’ and that’s been our experience. Over the past year the team has filled multiple roles with a fantastic pipeline of talent. A hands-on partner that has saved us countless hours.
VP of Product MarketingLegaltech GTM company
“
Finding great product-management leaders is a challenge. You can’t just post a job and hope someone great applies, you need to actively recruit. Search Consultants quickly finds top-quality candidates and works side by side as a trusted partner to select and hire the best. Highly recommended.
Chief Product OfficereDiscovery software company
“
When you need to scale fast with highly qualified candidates, Search Consultants is the partner to call. They take the time to understand the requirements, then personally source and screen. Our success rate with their candidates has been more than 50% better than with other recruiters, saving us time and money and letting us grow faster.
VP of SalesMatter management / enterprise legal
“
Our success rate has been more than 50% better than with other recruiters.
VP of Sales, matter management / enterprise legal
The through-line

Three searches, one pattern

Read the quotes back to back and the same three themes surface every time. They are not accidents. They are what a specialist firm produces when it works one market deeply instead of every market shallowly.

Pipeline they can trust

"Shockingly good." "A fantastic pipeline of talent." When the people on a slate are genuinely qualified, the hiring team stops second-guessing the list and starts making decisions. That is the whole point of a search.

A partner who does the work

"Hands-on." "Works side by side." "Personally source and screen." These are not vendors who forward inbound. They describe a recruiter in the room with them, doing the active recruiting the role actually requires.

An outcome that beats the alternative

"More than 50% better than with other recruiters." "Saved us countless hours." "Let us grow faster." The result is measured against the next best option, and it wins on time, on money, and on speed to scale.

The number that matters

More than 50% better than other recruiters

A VP of Sales at a matter-management company measured our candidates against the recruiters they had used before. The success rate was not a few points higher. It was more than fifty percent better, and it showed up where it counts: less time wasted on the wrong people, less money spent on searches that go nowhere, and a team that scaled faster because the right hires landed sooner. Numbers like this do not come from a bigger database. They come from a narrower one, worked by someone who knows the legal technology and litigation support markets cold and refuses to send a slate they would not stand behind.

50%+
Higher success rate vs. other recruiters
21yrs
Years specializing in this work
2
Markets we go deep on
US
Nationwide coverage
For the people we place

Candidate stories

Two clients, one standard

The person we recruit is a client too

A search firm has two clients. The company writing the check is one. The person being recruited is the other, and we treat them like it. The candidates we approach are usually not looking. They are heads-down doing good work, and a careless recruiter can blow up a career in a single sloppy message. So we move differently: confidentially, with respect for the role someone already holds, and with honest information about whether a move is right for them.

That means we represent candidates discreetly. We never circulate a name without permission. We tell people the truth about the comp, the team, and the work before they ever sit across from a hiring manager, and we walk them through the process instead of leaving them guessing. When the fit is real, we make the case to the company on their behalf. When it is not, we say so.

ConfidentialHonest compReal advocacy
Representing candidates with care
“
Search Consultants is concise, informative, and professional, and landed me the exact opportunity I needed at this point in my career.
Placed CandidateSales leader, legaltech
What that looks like in practice

How we represent a candidate

The quote above is the short version. Here is the longer one: the specific things we do that make a placed candidate call the process concise, informative, and professional.

Confidential by default

Your name does not move without your say-so. We approach you discreetly, keep current employers out of it, and never use you as a blind submission to a company you have not agreed to.

Straight information

Real comp ranges, the truth about the team and the role, and an honest read on whether a move serves your career. If it is not right for you, we tell you, even when it costs us the deal.

Advocacy that lands the role

We make your case to the hiring team, prep you for every stage, and stay in the offer conversation until it closes. The candidate above did not just interview well. We landed the exact opportunity they needed.

Why both sides matter

The same standard, whichever side you are on

Hiring teams describe a hands-on partner who saves them time and beats their alternative by a wide margin. Candidates describe a process that is concise, informative, and professional. Those are not two different firms. They are the same discipline seen from two seats: do the work, tell the truth, and stand behind the slate.

That is what twenty-one years in one set of markets buys you. We are not trying to be every recruiter to every company. We are trying to be the one call a legal technology or litigation support leader makes when the search actually has to land, and the one recruiter a great candidate trusts with the next move of their career.

Do the workTell the truthStand behind the slate
The balance of art and science in hiring
The guarantee

The risk of the hire sits with us

What is the contingency guarantee?
On contingency searches, if the hire does not work out within the first 90 days, we deliver a replacement search or credit the fee. The standard contingency fee is 25% of first-year base, and the guarantee is part of the deal, not an upsell.
What is the retained guarantee?
On retained engagements, the guarantee runs a full 12 months on a pro-rated basis, reflecting the depth of work and the seniority of the roles. The longer horizon matches the stakes of an executive or leadership hire.
When does the guarantee period start?
The clock starts on the candidate's confirmed start date. The 90-day window on contingency placements and the 12-month pro-rated window on retained engagements both run from day one in the seat.
What does a replacement search involve?
We re-run the search for the same role at no additional search fee, applying everything we already learned during the first round. Because the calibration brief and market map already exist, a replacement typically moves faster than the original.
How are fees billed?
The standard contingency fee is 25% of the hire's first-year base salary, invoiced Net 30 from offer acceptance. Retained engagements are structured at kickoff and laid out in the agreement.

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