For Companies

Built for companies that cannot afford the wrong hire.

When a senior role is open, the cost is measured in more than salary — in stalled decisions, missed quarters, and institutional knowledge that walks out the door. Walden exists for the searches where that risk is real.

Discuss a Search How the Search Works

What you receive before we contact anyone

Sample Market Brief

Director of Revenue Operations

Base salary range $145k – $165k

Total compensation $175k – $195k

Typical search timeline 6 – 8 weeks

Candidate market Competitive — passive outreach required

Market insight

Candidates at this level are rarely applying. 72% of our placements in this function were not actively searching at the time of first contact. Direct outreach into passive networks is required from day one.

[ TERRANCE — The sample brief uses "Director of Revenue Operations" as the example role. Is this a typical search for you? If not, swap it for something more common from your work — CFO, CISO, VP Finance, etc. Also: the "72% weren't actively looking" stat — only keep it if it's real data from your own placements. ]

The Difference

Not every search firm approaches the role the same way.

Most search firms are built around volume. Walden is built around judgment. That difference becomes visible in how the search begins — and in the quality of what you receive before anyone is ever contacted.

Most search & staffing firms

High-volume submissions with minimal screening
Job description drives the search, not market context
No salary benchmarking or timeline analysis before outreach
Candidate profiles without written rationale
Engagement ends when the offer letter is signed
Temp, contract, and permanent roles handled the same way
Search managed by a generalist coordinator

Walden Talent Partners

Three to five candidates, with written rationale for each submission
A written market brief delivered before any candidate is contacted
Salary benchmarks, timeline risk, and availability — documented upfront
Every profile comes with a written argument for why this person fits
Active support through offer, start date, and 90-day guarantee period
Permanent placement only — no temp, no contract, no exceptions
Every search is led by a practitioner in that discipline

What Clients Receive

Four things that come with every engagement.

A signed agreement before anything begins

Clarity on terms before any work starts. No ambiguity on fee structure, scope, guarantee terms, or what "placed" means. Both parties should know exactly what the engagement covers.

A written market brief before outreach

Role reality, salary benchmarks, timeline risk, and what the market will and will not deliver — documented and delivered to you before any candidate is ever contacted on your behalf.

A narrow, qualified slate — not a flood

Three to five candidates who fit the role in context. Every profile is accompanied by a written rationale explaining why this person is being submitted and what distinguishes them.

Support through the first 90 days

The placement is not the end of the engagement. Walden stays engaged through offer negotiation, start date, and the first 90 days — backed by a replacement guarantee on every search.

What to Expect

What the first ten business days look like.

A Walden search moves deliberately and transparently. Here is a concrete view of how the first two weeks unfold — so there are no surprises about where things stand.

Days 1 – 2

Agreement and intake

Search agreement is signed. A structured intake covers the role, team dynamics, decision criteria, and timeline. Summary notes are shared with you for confirmation before anything moves forward.

Days 2 – 3

Market brief delivered

A written brief is prepared and sent before outreach begins. It covers salary benchmarks, candidate availability, timeline risk, and any factors that could affect the search. You approve the brief before work begins.

Days 3 – 7

Targeted outreach begins

Direct, confidential outreach to passive candidates in our network and beyond. No job postings. No mass emails. Conversations led by a practitioner who knows the discipline.

Days 8 – 10

First progress report

A written update on market response: who has been contacted, who has expressed interest, what the early signals suggest, and what to expect in the next phase of the search.

Who We Serve

Companies that treat senior hiring as a strategic decision.

Growth-Stage Companies

Organizations scaling through a transition that requires senior leadership with both functional depth and growth-stage judgment. Often the most consequential hire in the company's history to this point — a generalist approach to the search is not appropriate.

Technology · Healthcare · Finance

Established Enterprises

Larger organizations that need a search partner with access to passive candidates and the discretion to conduct a confidential search outside of normal HR channels. Sensitive to how the search is positioned in the market.

Director through C-Suite

[ TERRANCE — Do you currently work with private equity (PE) portfolio companies? If yes, keep this section. If not, let us know and we'll remove it. ]

Private Equity & Portfolio Companies

Firms and portfolio companies operating on compressed timelines. The leader who comes in behind a transaction carries distinct requirements — not just functional skill but the ability to operate in a defined window of change.

Post-close · Add-ons · Leadership rebuilds

Fee Structure

Contingency-based. No placement, no fee.

Walden operates on a contingency model. Fees are earned when the right candidate accepts and starts the role. No retainers, no milestone payments, no cost if the search does not close.

Fees are calculated as a percentage of the placed candidate's total first-year compensation: base salary, guaranteed bonuses, sign-on payments, and fixed allowances. Equity and discretionary bonuses are excluded from the calculation.

Market rates for senior placement in our practice areas range from 18% to 30% depending on specialization and seniority. A specific rate is confirmed in the signed search agreement before the engagement begins.

[ TERRANCE — Please confirm the fee ranges shown in the table (18–25% finance/healthcare, 20–30% tech, 25–30% for Director/CFO/VP-level). These are the first numbers a prospect sees — make sure they match what you actually charge. ]

Market rate reference

Technology & Cybersecurity 20–30%

Healthcare 18–25%

Finance & Accounting 18–25%

Director / CFO / VP-level 25–30%

Rates reflect current market for contingency placement of senior professionals. Applied rate is confirmed in the signed search agreement.

Client Perspectives

What clients say about the search.

Walden is built on long-term relationships, not transaction volume. Most clients return for second and third searches.

"The market brief was the most useful thing any search firm has given us before a search started. We knew exactly what we were dealing with before we asked anyone to make time for interviews."

Chief People Officer — Technology Company

"The slate was narrow and every candidate was genuinely qualified. We didn't spend time managing down — we spent time deciding between strong options. That's not what we were used to from our previous search experience."

CEO — Healthcare Organization

↳ Terrance — please identify 2–3 clients to provide a short quote (1–2 sentences, name, title, company name). These can be composited or anonymized if preferred.

days

The Guarantee

If the hire does not hold, the search continues at no additional fee.

The 90-day replacement guarantee covers placements where the candidate voluntarily resigns or is terminated for performance within the guarantee window. Two conditions apply: the invoice was paid within 30 days of start date, and written notice was provided within 10 business days of departure.

The guarantee does not apply if the role is eliminated, the position is restructured, or the departure results from a change in company direction. These are business decisions — not search failures.

Start Here

Your next search starts with a conversation.

Tell us what you are hiring for. We come back within one business day with a view of the market, a sense of candidate availability, and whether this is a search we are positioned to lead well.