Selected searches.
Every engagement is confidential, so the firms and candidates here are anonymized. The searches, the timelines, and the outcomes are real.
A niche role, open for months, closed inside a 30-day deadline.
A national commercial real estate firm needed a Senior Project Manager for advanced manufacturing and mission-critical work, in a secondary market without a deep talent pool for that specialty. The role had been open for several months with multiple agencies competing on the same requisition and no close. The client had committed to its own customer to have the account staffed within 30 days, and the vacancy had escalated to senior leadership who do not normally get involved in a single hire. It was high-pressure and high-visibility.
Rather than wait on applicants, we mapped the market directly. We researched comparable developments in the region to identify the owner's representatives and end users attached to them, alongside the client's traditional competitors. The candidate who was eventually hired had almost nothing on their professional profile, no resume, and was not open to hearing from recruiters. We identified them anyway, reading the implicit signals in their background and what was conspicuously missing from it, and reached out regardless.
We delivered the first slate of candidates within three days of engagement. The client interviewed four candidates, all sourced by 24 Hour Search, and made an offer that was accepted within 30 days, meeting the client's deadline. The engagement has since led to three additional searches with the same client.
“The strongest candidate for this role had no resume and was not looking. A search that waits for applicants never finds them.”
A happy, settled leader who was not looking. A role built around the conversation.
A global commercial real estate firm engaged us to fill a VP-level role in lease administration. The strongest prospect for it was not a candidate in any conventional sense: over a decade in their current role, equity in the business, recently promoted, genuinely happy, and not open to recruiters. Their professional profile was nearly empty. By most measures this was not a person a search would reach.
We reached out anyway, and caught them on a rare day they were willing to talk. From there it was not a pitch, it was a long process of listening. We spent hours in conversation before they were ready to meet the client, working to understand what was actually missing for someone who already had everything a job is supposed to provide. What surfaced was a gap in long-term vision. They were content, but without a larger arc to build toward, and our client was at exactly the growth stage to offer one.
The candidate came from a less traditional consulting firm, running precisely the kind of program our client wanted to build. The conversation between the two went well beyond the original brief. Rather than fit this leader into the VP role, the client created a new Senior Vice President of Lease Administration position around the shared vision that emerged. Eight months in, the hire is established, and we have since placed three senior people on their team.
“They were not looking for a job. They were missing a vision. The search is finding the difference.”
Three senior leaders placed for the same client, a Director of Development and Legal Affairs, a Director of Operations, and a Corporate Controller, are all still in their roles and still performing two years later. When I founded 24 Hour Search, this client chose to move their business with me. Placements that last are what earn the next search.
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