Peak Recruiting Inc is a US executive search and retained recruitment firm. C-suite, VP and director-level placements across SaaS, fintech, healthtech, manufacturing, professional services and private equity portfolio companies. Retained search, confidential by default, with a shortlist of three to five candidates inside ninety days, every time.
The C-suite, VP and director roles US boards and PE portfolio operating partners retain us on. Retained model, confidential by default, ninety-day shortlist commitment.
New-CEO searches for founder-led, PE-backed and public companies. Hands-on operator, scale-up CEO and turnaround CEO profiles.
CFO searches for Series B through public-company scale, PE-portfolio CFOs and turnaround CFOs.
Sales-led growth CROs, founder-led-to-PE-portfolio transitions, $50M to $500M run-rate cohorts.
COO searches for scale-up, hyper-growth and turnaround contexts. Industrial, SaaS and services backgrounds.
CTOs for SaaS scale-ups, fintech, healthtech and software-enabled services. Build-vs-buy strategists.
CHRO and CPO searches for scale-up, PE portfolio and Series-A-to-IPO cohorts.
Heads of engineering and VPs of engineering for Series B through public-company scale-up.
VPs of product, heads of product and chief product officers across B2B SaaS, consumer and fintech.
VPs of sales, heads of new-business and heads of customer success for scale-up SaaS, fintech and services.
VPs of marketing, demand-gen leaders and brand-marketing heads for B2B SaaS, healthtech and fintech.
Independent directors, audit-committee chairs and PE-backed board appointments.
Chief medical officer, chief data officer, chief compliance officer, chief risk officer for regulated industries.
Most search firms run a contingent desk, sell on relationships and outsource the long-list to associates. We run a retained-only model, partner-staffed and contractually committed.
We do not run contingent search. Every engagement is retained, with a written engagement letter, agreed fee structure and a contractually committed timeline.
Every candidate signs an NDA at first conversation. We never name a client until you give express permission. Approaches to candidates currently employed by competitors are coordinated with you upfront.
The partner who wins the engagement runs the engagement. No associate handoff after kickoff, no junior recruiter sourcing the shortlist while the partner moves to a new pitch.
A vetted shortlist of three to five candidates inside ninety days, contractually committed. If we miss, the engagement fee reduces on a published schedule.
We work directly with operating partners on PE portfolio searches. Operating-team-fluent reporting, written progress updates fortnightly, and clean compensation benchmarking.
Standard 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.
A clear three-step process built for the niche we serve, not generic recruitment.
A 90-minute working session with the hiring stakeholders. We capture the role, the business stage, the operating-cadence expectations, the comp band and equity scope, and the success metrics. Engagement letter and scope document follow.
We approach 40-80 long-list candidates over 4-6 weeks, calibrate the shortlist with the hiring stakeholders at 30 days, and present three to five shortlist candidates by day 90.
Reference and back-channel checks, final-stage interview management, offer structuring including base / bonus / equity / vesting / acceleration / change-of-control negotiation, and onboarding support through day 90.
Nationwide US · PE portfolio and the cities our clients hire from most often.