Retained methodology. No retainer.
24 Hour Search leads Director-through-C-suite searches across commercial real estate and growth-oriented industries, aligned with how a business actually operates.
Earned by the founder across a decade of search work, independent of any firm.
Kristin Taylor has been featured by BOMA New York · CoreNet Global · TALiNT Partners · From Day One
Executive search has historically forced a choice. Retained firms deliver rigor and charge for it upfront. Contingent recruiters work on success terms and deliver volume. We built a third option: the rigor of retained search, on the terms of contingent. Paid on placement, not on promise.
The outcome of retained. The terms of contingent.
Every search is grounded in the specific market it serves. Choose the area closest to your business to see how we work within it.
Asset management, development, brokerage, and operations leadership for owners, operators, and institutional firms.
Director-through-C-suite searches for firms whose competitive advantage is the strength of their people.
Leadership hiring for companies scaling deliberately, where the next hire shapes the next phase of the business.
Showpieces of recent work. Each engagement is anonymized; the searches, timelines, and outcomes are real.
“The strongest candidate for this role had no resume and was not looking. A search that waits for applicants never finds them.”
“Rather than fit this leader into the VP role, the client created a new Senior Vice President position around the shared vision that emerged.”
A deliberate method, applied to every engagement. Each step is built to reduce the risk of a high-stakes hire.
We map the role to your operating model, compensation reality, and long-term plan before a single name is sourced.
Targeted talent mapping and market intelligence surface leaders who fit the structure, not only the job description.
Candidates are evaluated against the business, with a clear view of how they will perform inside your organization.
We guide alignment through to a signed offer, with the discretion a leadership hire requires.
Writing on executive search, leadership hiring, and the work of moving senior careers forward.
Commercial real estate is relationship-driven by nature, and that familiarity makes unstructured interviews especially risky. Structured interviews are nearly twice as predictive of job performance — in CRE leadership hiring, that is not an HR exercise. It is a risk-management tool.
Kristin Taylor3 min readHiring managers, take a walk with me. Posting and praying is not a recruitment strategy. Even the best candidates need a reason to care — here is how to give them one.
Kristin Taylor2 min readAt a Latin professional networking event in New York, I found that vulnerability — not shared heritage — is what actually holds every room together.
Havanna Velazquez3 min readNew York, Boston, Philadelphia, Washington, D.C., Atlanta, Miami, Chicago, Cleveland, Columbus, Minneapolis, Dallas, Houston, Phoenix, Denver, Los Angeles, San Francisco, and Seattle.
Director-through-C-suite placements completed nationally. Search work is conducted remotely and on-site as the engagement requires.
Navigating a leadership transition of your own? We advise individuals through pivots, searches, and recalibration.
Tell us what the role needs to do for the business. We will reply personally to begin the conversation.
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