US Retained Executive Search

Executive appointments, done discreetly, done properly.

Peak Recruiting Inc is a US retained executive search firm. C-suite, VP and director-level placements across SaaS, fintech, healthtech, manufacturing, professional services and private equity portfolio companies. Partner-led, confidential by default, with a written engagement letter and a contractually committed timeline on every mandate.

Engage a Search View Practices

Practices we retain on

The executive appointments boards trust us with

Twelve practice areas across the C-suite, VP layer and independent board seats. Every engagement is retained, partner-led and contractually committed.

Chief Executive

New-CEO searches for founder-led, PE-backed and public companies. Operator, scale-up and turnaround profiles.

II.

Chief Financial Officer

CFO searches from Series B through public-company scale, PE portfolio CFOs and turnaround CFOs.

III.

Chief Revenue Officer

Sales-led growth CROs, founder-led-to-PE-portfolio transitions, mid-market to enterprise run-rates.

IV.

Chief Operating Officer

COO searches for scale-up, hyper-growth and turnaround contexts across industrial, SaaS and services.

Chief Technology Officer

CTOs for SaaS scale-ups, fintech, healthtech and software-enabled services. Build vs buy strategists.

VI.

Chief People Officer

CPO and CHRO searches for scale-up, PE portfolio and Series-A-to-IPO cohorts.

VII.

Chief Marketing Officer

CMOs and heads of marketing for B2B SaaS, healthtech, fintech and category-defining consumer brands.

VIII.

VP Engineering & Product

Heads and VPs of engineering, product and platform for Series B through public-company scale.

IX.

VP Sales & Customer

VPs of sales, heads of new business and heads of customer success for scale-up SaaS, fintech and services.

Board & Non-Executive

Independent directors, audit-committee chairs and PE-backed board appointments.

XI.

Private Equity Portfolio

Operating-partner-led searches across PE portfolio companies, aligned to the value-creation plan.

XII.

General Counsel

General counsel, chief legal officer and heads of legal for regulated and high-growth businesses.

Why boards retain us

Executive search that reads the boardroom

Most search firms sell relationships and outsource the long list to associates. We retain on a partner-led model, contractually committed, confidential by default.

I.
Partner on every engagementThe partner who wins the mandate runs the mandate. No associate handoff after kickoff. No junior sourcing the shortlist while the partner moves to a new pitch.
II.
Confidentiality by defaultEvery candidate signs an NDA at first conversation. Client identity is withheld until you give express permission. Approaches to competitors are coordinated with you upfront.
III.
90-day shortlist commitmentA vetted shortlist of three to five candidates inside 90 days, contractually committed. If we miss, the engagement fee reduces on a published schedule.
IV.
12-month replacementStandard twelve-month replacement on every retained search. If the executive leaves or the placement does not stick, we re-run the search at no additional fee.

What we commit to

Engagement letterWritten scope, fees and timeline before day one.
Long list40 to 80 approached over the first four weeks.
CalibrationShortlist calibrated with stakeholders at day 30.
ShortlistThree to five candidates presented by day 90.
ReportingWritten progress updates on a fortnightly cadence.
Post-placementOnboarding support through day 90.

How an engagement runs

From engagement to placement, three considered stages

A methodical, partner-led search process. Contractually committed timeline, confidential by default, written reporting throughout.

Engagement & scope

A 90-minute working session with the hiring stakeholders. We capture the role, the business stage, the operating-cadence expectations, the comp band and the success metrics. Engagement letter and scope document follow.

II.

Long-list & shortlist

We approach 40 to 80 long-list candidates over four to six weeks, calibrate the shortlist with stakeholders at 30 days, and present three to five candidates by day 90. Confidential throughout.