Where we're headed
The Work Does Not End at the Offer Letter
Most of this industry is organized around a single moment: the signature on an offer letter. We think that moment is the middle of the story rather than the end of it.
A leader who has just accepted a role is not finished. They are exposed, closely watched, and in more need of a partner than at any point during the search. That is why our work continues past the placement into integration, assessment, coaching and development. Integration support runs for twelve months after every appointment we make. Our Renew program exists because the leadership capability an organization will need in three years is rarely the capability it has today, and closing that distance is work that somebody has to do well.
If you want a career measured only in completed searches, there are faster places to build one. If you want to spend it changing how companies lead, this is the better room to be standing in.
The work
Four Disciplines, One Career
Our consultants are not confined to a single lane. One client relationship can move from a board search to an executive assessment to a development program for the team underneath it, and the person who understands that business best is the person who should be carrying all of it.
Executive and Board Search
Retained search at the C-suite and board level, interim leadership, and talent scouting for roles that are not yet open but will be.
Assessment and Diagnostics
The Orxestra® Method, Hogan assessments, executive and board assessment. The structured read on culture, team and leadership fit that tells a client what they are really hiring.
Leadership Development
Renew, our five-step development program, plus coaching, mentoring and organizational culture workshops that turn a diagnostic into a change in behavior.
Succession and Advisory
Succession planning, leadership consulting and board advisory for the companies that want to know who comes next before they have to.
Always evolving
A Firm That Keeps Building
The Orxestra® Method exists because matching a résumé to a job specification was never going to be enough. It gives us a structured way to read culture, team and leadership fit, and it is the reason we talk about the right candidate rather than the most impressive one.
We did not stop there. We brought Hogan assessment into the practice to put rigor behind what we were already sensing in interviews. We built Renew so that an assessment could become a development journey instead of a report that gets filed. Most recently we built the Leadership Effectiveness Scorecard, which lets an executive team rate fourteen leadership areas on both effectiveness and priority, then shows them exactly where those two answers disagree.
Every one of those tools began as a consultant's frustration with the limits of the one before it. If you arrive with a view on how this work should be done, you will not have to wait your turn to be heard.
How we work together
The Culture, Plainly Stated
TRANSEARCH is built on partnership. That word gets used loosely, so here is what it means in practice. Colleagues share networks instead of guarding them. A search that needs a second sector specialist gets one. Credit follows the outcome for the client rather than the person who logged the first call.
We are a global firm made up of people who chose to work this way, and the standards are not left to interpretation. As a member of the Association of Executive Search and Leadership Consultants, we hold ourselves to the AESC Code of Professional Practice, and we have adopted its Candidate Bill of Rights and Client Bill of Rights as our own.
Our values are short enough to remember and specific enough to hold each other to.
Courage - We demonstrate our commitment in every interaction.
Certainty - We deliver on our promises.
Clarity - We cut through the complexity to provide a path forward for our clients, candidates, business partners, employees, and vendors.
Constant - We deliver results that make our clients better time after time.
Caring - We bring positive engagement to all our relationships.
The platform behind you
What You Would Be Joining
Fit matters in both directions
Who Does Well Here
We assess fit for a living, so it would be strange to be vague about our own. Here is the honest version.
You will likely thrive here if
- You are curious about businesses, not just about roles, and you ask why a company needs this leader now.
- You would rather own a client relationship for ten years than a requisition for ten weeks.
- You are comfortable telling a client something they did not want to hear.
- You want to learn assessment and development work, whether or not you have done it before.
- You like building the method as much as using it.
This may not be the right fit if
- You measure a good year purely by volume of placements.
- You prefer to work a desk alone and keep your network to yourself.
- You want a script and a defined territory rather than a practice you shape.
- You would find a twelve-month integration commitment after the placement to be someone else's job.
Where you would sit
Chicago, Miami, Detroit, Texas and a Network Well Beyond Them
Our US headquarters is in Chicago, with offices in Miami, Detroit and Texas. Behind those sits TRANSEARCH International, roughly sixty offices across more than forty countries, which means a search that crosses a border does not have to leave your hands.
Our sector practices run across architecture, engineering and consulting, construction and specialty construction, data centers and digital infrastructure, energy, mining and utilities, environment and sustainability, cleantech and renewable power, industrial manufacturing, food and beverage, artificial intelligence, and private equity and venture capital. Deep sector knowledge is the thing we hire for most often, and it does not have to come from inside the search industry.
The first step
Start With a Conversation
There is no application form here on purpose. The right first move is a conversation about what you want your practice to look like, and whether this is the place to build it.
Every conversation is confidential, and it stays that way whether or not anything comes of it. We would not ask a candidate to trust us with less.
Good to know
Frequently Asked Questions
Do I need executive search experience to join TRANSEARCH?
Deep sector knowledge matters to us at least as much as search experience. Several of the strongest people in this industry arrived from inside the sectors they now recruit for, because they already understood the businesses, the vocabulary and the people. If you know your market extremely well, we would rather teach you search than teach a search professional your market.
What would I actually be working on day to day?
Four kinds of work, often for the same client: executive and board search, assessment through the Orxestra® Method and Hogan, leadership development through Renew, and succession and advisory work. Consultants here are not restricted to one of those. The person who understands the client best should be carrying the whole relationship.
What is the Orxestra® Method?
It is our proprietary framework for assessing fit across culture, team and leadership rather than qualifications alone. It gives every search a structured basis for comparison, and it is what allows us to recommend the right candidate for a specific organization instead of the most generally impressive one.
Which sectors are you strongest in?
Architecture, engineering and consulting; construction and specialty construction; data centers and digital infrastructure; energy, mining and utilities; environment and sustainability; cleantech and renewable power; industrial manufacturing; food and beverage; artificial intelligence; and private equity and venture capital.
Is my conversation with you confidential?
Yes. Nothing is shared outside the small group involved in the conversation, and nothing moves forward without your say-so. Confidentiality is the basic condition of this profession, and it applies to people exploring a move to our firm exactly as it applies to the candidates we represent.
Let's Talk
The right leader changes everything
That is true of the people we place, and it is true of the people we hire. If this sounds like the career you have been trying to build, we should talk.