About Peak Recruiting Inc

Why we exist

Most executive search firms sell relationships and outsource the work. The partner wins the mandate. The associates run the long list, book the calibration calls, and screen the candidates while the partner moves on to the next pitch. The hiring board pays a fee, receives a shortlist of executives who are also being shopped elsewhere, and wonders why the timeline keeps slipping past the day-90 mark.

Peak Recruiting Inc was set up to do the opposite. We are 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. Retained model, partner-staffed end-to-end, confidential by default, with a vetted shortlist of three to five candidates inside 90 days, contractually committed.

What we do, plainly

We place senior executive talent for US employers. Chief executives, chief financial officers, chief revenue and growth officers, chief operating officers, chief technology officers, chief people officers, chief marketing officers, VPs across engineering, product, sales and customer, board directors and general counsel. Retained model only, partner-led, with a written engagement letter and a scoped timeline on every mandate.

How we vet

Every candidate on a Peak shortlist has been assessed against the same standard before an introduction:

• Track record calibrated to the business stage: pre-revenue vs Series B vs public vs turnaround vs PE portfolio
• Operating cadence tested against your board’s expectations: reporting rigour, forecast confidence, capital discipline
• Cultural and stakeholder-fit conversation with the founder, CEO or board chair as the mandate requires
• Compensation package broken down: base, bonus target, equity, LTIPs, deferred comp and change-of-control triggers
• Notice period, garden-leave and non-compete positions on current employment
• Reference and back-channel readiness confirmed before we present the shortlist
• NDA signed at first conversation. No candidate is approached without one on file.

Every shortlist arrives with our written notes on each candidate, the sourcing lens applied, and a ranked recommendation. If we cannot articulate why a candidate meets the operating bar, the CV does not leave our desk.

Who we work with

Our clients include founder-led scale-ups from Series B through IPO, PE-backed portfolio companies across the value-creation cycle, corporate boards making C-suite transitions, and family offices making principal appointments. Chairs, hiring committees and operating partners who value a partner-led retained model and a written engagement letter over the transactional contingent alternative.

How we think about a placement

A placement is not a signed offer letter. It is the moment 24 months later when the executive has delivered against the operating plan, the board trusts them, and the value-creation model is on track. That is the outcome we measure ourselves against, and it is why our 12-month replacement window is standard, not exceptional.

Our standards

• Retained model only. Every engagement is retained, written, scoped and committed. We do not run contingent search.
• Partner on every engagement. The partner who wins the mandate runs the mandate. No associate handoff after kickoff.
• Confidentiality by default. NDA on day one. Client identity withheld until you say otherwise. Approaches to competitors coordinated with you upfront.
• Contractually committed timeline. Three to five candidates presented by day 90. Fee reduces on a published schedule if we miss.
• Stand behind the work. Twelve-month replacement on every retained search. No clawback games.

Want to talk?

Use the contact form and we will come back within one business day. We are available Monday to Friday, 8am to 8pm.