For the leaders who
don’t post their resume.
Senior moves are different. You don't need another recruiter. You need someone who knows the room. If you've spent 15 years building supply chains, the conversation should start there.
Most senior searches go wrong
before they start.
Generic recruiters treat a VP move like a junior fill. Same templates, same scorecards, same ten-minute discovery call. That’s not how senior careers actually pivot. The right conversation starts with what you’ve built, what you actually want next, and what we’re seeing in the market that doesn’t hit LinkedIn.
We work confidentially by default. Your resume doesn’t move without your sign-off. Your current employer doesn’t hear from us. Companies on your “no-go” list never see your name. That’s table stakes, but most search firms still don’t deliver it.
What you should expect from us beyond confidentiality: honest market intelligence in your function and region, tailored prep for the specific hiring committee (not generic interview tips), an honest pass or no-go on every search, and real check-ins 30, 60, and 90 days after you start.
Roles we’re
hiring for.
The roles we’re running right now. Hiring company stays private until mutual fit. If something resonates, the conversation starts confidentially.
What working with us
actually looks like.
Every relationship moves through these six phases. Some last weeks, some take 18 months between intro and offer. The phases stay the same. Discipline is what makes senior search work.
- Phase 1
Discovery call
A confidential intro. No resume pressure, no pitch. We listen first: what you've built, what's next, what you'd never accept. Whether or not a role fits, you leave with intelligence on what we're seeing.
- Phase 2
Market mapping
What we're actually seeing in your function and region right now. Comp data, which companies are hiring, which are quietly restructuring, where the conversations are happening that don't hit LinkedIn.
- Phase 3
Role alignment
When the right role aligns, we walk through it in full: business case, hiring committee, internal politics, comp band, what's actually negotiable. You decide whether to proceed.
- Phase 4
Interview prep
Tailored to the specific committee. What each interviewer is looking for, where the role has stalled before, the hardest question and how peers have handled it. Not generic interview tips.
- Phase 5
Offer & negotiation
We sit between both sides of the table and know what's on the menu. Comp structure, equity, relocation, scope guardrails. You don't negotiate alone, and you don't burn the relationship doing it.
- Phase 6
Onboarding & post-placement
Real 30, 60, and 90-day check-ins. If something's off in the first quarter, we want to know, and we'll go back to the table for you. The placement isn't done at signature; it's done when you're delivering.
What the journey
actually feels like.
Real quotes from candidates we’ve placed. Tagged by the phase of the journey they speak to.
“Lean Six Search was recommended to me by multiple individuals in my professional network. They were incredibly responsive, personable and professional.”
“Lean Six Search had an unparalleled understanding of the hiring committee's expectations and the recruitment process.”
“They recommended a position that perfectly aligned with my skill set, and with a company that not only promoted a work-life balance but put it into practice.”
“Lean Six Search guidance properly prepared me for the interviews, ending in my acceptance of a great position with the company.”
“Lean Six Search combines results orientation with a relaxed and personable style.”
“They have excellent communication and follow-up skills. Post-placement, they kept in touch to ensure the move was the right one for me.”
Confidentiality,
not optics.
Every senior search firm promises discretion. We make ours explicit. Five guarantees we hold to every relationship.
- Your resume never moves without your sign-off.
Every introduction is reviewed and approved by you in writing before a hiring committee sees a single line.
- Your current employer never hears from us.
We don't contact your firm, your investors, or your network connections about your candidacy. Ever.
- Your “do-not-contact” list is sacred.
Tell us once. We honour it for life. Companies on that list never see your name through us.
- Honest pass or no-go on every search.
We tell you when a role isn't right, even after we've started, instead of pushing you toward a bad fit because the search is still open.
- Post-placement, the line stays open.
Real 30 / 60 / 90-day check-ins. If something's off in your first quarter, we go back to the table for you. Placement isn't done at signature.
Start a
confidential conversation.
Most relationships start months before any role aligns. That’s the point. Send your details and we’ll be in touch within one business day.