A wrong leadership hire reverberates for 18 months.
The cost is the mis-hire, not the search. We fix the decision that causes it.
Bring the seat, business outcome, timing, and decision-makers. The first call tests fit and clarifies the decision process. No search opens on the call.
ORGANIZATIONS THAT TRUST QUALIGENCE WITH THEIR KEY TALENT
WHERE LEADERS BRING US IN
A business-critical seat
CEO, President, C-suite, and succession-critical roles where a wrong decision changes the operating plan.
A decision that must hold
Align the board and interview team on outcomes, evidence, and risk before finalist chemistry takes over.
A leader entering the seat
Carry the agreed definition of winning into a measured 30/60/90 integration plan.
You've lived it: the executive who interviewed brilliantly and stalled by month four. The team that quietly routed around them. The year of results you didn't get, and the second search you paid for anyway.
You don't miss hires because of the market. You miss them because of how you decide - and because nobody in the process was accountable for the decision holding up under pressure.
Month one, the new executive impresses. Month four, the team goes quiet. Month nine, you're chairing the meetings they should be running. Month eighteen, you start again - minus the year.
The board doesn't remember who sourced the candidate. It remembers who decided.
Ninety seconds to a number your CFO will want to see. Calculate what your last mis-hire cost →
Performance shouldn't depend on heroics.
If your business depends on three people, you don't have a business - you have three people. The way out is selection: every senior hire designed against a defined outcome, screened for behavior under pressure, and integrated on a 90-day plan. That's what we install. It's the same operating system - Guide, Don't Drive™ - that our family of companies installs in leadership teams; we install it at the door.
THE GUARANTEE
If the hire doesn't hold, we run it again.
Every retained search carries a replacement guarantee - in writing. Not as a footnote in the contract, but because a firm that owns the decision should also own the outcome. You are not buying a candidate. You are buying a hire that holds.
A decision built to hold
The mandate continues after the offer is signed.
Align outcomes, evidence, and decision ownership before finalist chemistry takes over.
Review the agreed outcomes with the leader and hiring team.
Retained searches include a written replacement guarantee.
Illustrative engagement sequence. The written agreement controls guarantee terms.
COMPARING YOUR OPTIONS?
Read the honest comparisons - including where we're not the right fit.
The next senior hire is the cheapest place to fix this.
Expect a direct conversation about the seat, the outcomes at risk, who owns the decision, and whether retained search is the right model. Compare Qualigence with traditional retained search.
