Executive search for the roles that move the business.
INC'D is a specialist executive search and recruitment firm for PE-backed essential services businesses across North America. We recruit General Managers, Directors, VPs and C-suite leaders across every business function.
We work with companies and leaders across the United States and Canada.
The brief begins with the business problem.
- What does this person need to deliver in the first twelve months?
- What has to change?
- Which operating experience is genuinely essential?
- What platform stage have they handled before?
- Where is the likely point of failure?
We build the search around those questions. A job description tells us what the role is called. The intake tells us what the person must do.
Our search process.
The market doesn't get briefed when your search opens. We brief you on the market that's already there.
Intake and scorecard
We agree the vacancy, first-year outcomes, business context, reporting line, hiring process, compensation framework and assessment criteria. Every candidate is evaluated against the same scorecard.
Market map and sourcing
We map direct competitors, adjacent businesses, proven executives and emerging leaders one level below the current executive team. Our headhunting combines long-standing relationships, direct candidate outreach and fresh recruitment research. A typical shortlist contains three to five qualified people within two to four weeks.
Assessment and written profiles
We assess operating scale, sector relevance, PE experience, leadership style, motivation and material risks. Each shortlisted candidate comes with a written view of why they fit, where they may not and what the client should test next.
References and diligence
References begin when a candidate becomes a serious contender. We also surface compensation, equity, deferred compensation, notice periods, non-competes and other constraints before they become closing problems.
Interview, offer and close
We keep both sides calibrated throughout the process. Before an offer lands, the client knows what the candidate is likely to accept, counter or walk away from.
Weekly reporting
Written updates cover the pipeline, market response, candidate status, risks and next actions. If the brief needs to change, we say it early.
Post-placement
We check in at 30, 60 and 90 days. Placements are supported by a replacement guarantee of up to 12 months, depending on seniority.
Less theater. More phone calls.
Proper conversations. Straight answers. People who stay on the work.
What we recruit.
General management
Platform CEOs, Presidents, General Managers, Regional Directors, Market Directors and Branch Managers who own the operating outcome.
General management search →Functional leadership
COOs, CFOs, Chief People Officers, Chief Marketing Officers, Chief Technology Officers, VPs and Directors across the functions that build and integrate a platform.
Explore all functions →Why INC'D.
One defined market
We do not recruit outside PE-backed essential services in North America. Our market knowledge compounds with every search; unrelated sector coverage does not.
The market before the vacancy
We stay in contact with senior leaders as their responsibilities grow, their businesses change and their appetite to move develops. The candidate market does not suddenly appear because a vacancy opened.
Partner-led from first call to close
No senior partner sells the search and disappears. The partner you engage remains your recruitment consultant and stays accountable from briefing call to accepted offer.
A fixed commercial model
Our fee is a flat fee, fixed when the search is signed and never tied to the final offer. The specifics belong in a conversation; the principle does not move.
Beyond permanent search.
Interim Leadership
Experienced operators during a permanent search, integration or turnaround.
Interim leadership →Talent Intelligence
Pre-deal mapping, succession planning and focused market analysis.
Talent intelligence →Portfolio Partnerships
One recruitment relationship across multiple portfolio companies and senior hires.
Portfolio partnerships →Start with the problem.
Tell us about the vacancy, why it is open and what the new leader must change. A founding partner will respond directly.