Leadership that fits, aligns, and delivers.
We identify the leaders who move an organization forward, not just fill a seat. Every search starts with how your business actually makes decisions and what the next stage of growth demands.
Start a Conversation See the methodWhere search is the right call
- The best candidates are employed and not looking
- The role sets direction for a function or the company
- The search needs to stay confidential
- A previous hire in this seat didn't work out
Four stages, in order, every time.
Executive search fails when the process is improvised. Ours is not. Each stage has a defined output before we move to the next.
Role Analysis
We define responsibilities, success measures, and organizational impact, assess cultural dynamics, and meet the decision-makers to align on the ideal profile before sourcing begins.
Market Mapping
Targeted outreach across our network and the broader market, reaching passive candidates who aren't applying anywhere. You see a real cross-section, not just who was available.
Deep Assessment
Behavioral and competency-based interviewing on decision-making, problem-solving, emotional intelligence, adaptability, and vision, measured against your environment.
Diligence & Close
Rigorous reference checks, credential and employment verification, and early surfacing of red flags, then support through offer and transition.
Deliverables at every stage, not just a candidate at the end.
Position Specification
A written profile covering responsibilities, success measures, reporting structure, and the competencies that matter most, agreed with you before outreach begins.
Market Intelligence
What the market looks like for this role: where the talent sits, what compensation is realistic, and what will make your opportunity competitive.
Candidate Presentations
A written assessment for every finalist covering track record, leadership style, motivation for the move, and honest notes on fit and risk.
Reference & Diligence Report
Documented reference conversations and verification of credentials and employment history, delivered before you make an offer.
Offer Support
Guidance through structure, negotiation, and counteroffer risk, so the close doesn't unravel after months of work.
Transition Follow-Up
Structured check-ins with both the executive and the hiring leader after the start date, because the first ninety days determine whether the hire worked.
Two IT leaders changed a manufacturer's trajectory.
A manufacturing organization needed IT leadership that could stabilize teams and drive modernization. Their existing structure lacked clarity and the experience to support growth. The two leaders RX2 delivered brought structure and vision, and modernization progress accelerated almost immediately.
Read the Full Case StudyLeadership roles across the whole organization.
C-suite through senior management. Operations and scientific leadership, plant and engineering leadership, CIO and IT leadership, and CFO, controller, and finance leadership.
Information Technology
Development, data, cloud, ERP and CRM, infrastructure, and support.
Engineering & Manufacturing
Plant, process, quality, automation, and distribution roles.
Scientific & Clinical
Biotech, pharma, medical device, hospitals, and health systems.
Accounting & Finance
Controllers, FP&A, cost accounting, and Big 4 backgrounds.
Professional Services
HR, administrative, sales and marketing, creative, and procurement.
Note for review: this page needs real search metrics. Pull from JobDiva: total searches completed, fill rate, average days from engagement to accepted offer, and 12-month retention on placed executives. Retention is the one buyers care about most, because a failed executive hire is the risk they are actually trying to avoid.
Hiring a leader who only moves for the right opportunity?
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