Retained Executive Search for VC and PE Backed Growth Companies
Call us: +1 972-488-0500

Why Austin McGregor?

The war for talent is as strong and tough as ever. You need a trusted human capital search partner that is steeped in the knowledge and skills required in the new economy to go out and find, inform, excite, and close the best available talent in the industry.

We spend the time to completely understand your company, your business, the industry, and the mavericks who are going to shape and define the future of your business. Our network of established and trusted executives as well as our ability to get to the next wave of game changers gives us the uncanny and unmatched ability to source and close the absolute best candidate for you and your company – for today and beyond.

We offer our clients a flat fee and fixed expense search engagement. You, as a client, will interface only with a Partner in our firm who will handle the search from the initial meeting and discussion through negotiation to closure of the desired candidate. The Partner will personally execute the search and will be your advocate out in the industry fighting for the best available resource.

We guarantee what we do: if a candidate placed by us leaves your firm within the first 365 days of hire for any reason, we will “redo” the search, only charging you for monthly and other pre-approved expenses.

What You Can Expect

The Partner will:

  • Meet with you to dig deep re: what you do, what makes you different, what the industry looks like, who the players are, and other pertinent details around the opportunity that help arm us to be in a position of strength when we approach candidates who fit and might be unrecruitable. Since we have successful search engagements in your direct and tangential industries in the past, we don’t have a learning curve and can quickly get to the process to educate the right potential candidates on why they should and must look at our project.
  • Develop with you a comprehensive and detailed opportunity assessment document (“the spec”) that will bullet point the position, the company, and the opportunity. This document, as approved by you, will serve as our mutual roadmap on the project. They always change during the search and we quickly zig or zag in our process based on this and your direction. This document is used as a guide and informational piece and is never sent out in mass or posted online or shared with anyone who we have not first spoken with and qualified as a fit or someone of interest in our search.
  • Conduct extensive and original market research. Although we have most probably done a search just like yours and in your industry in the recent past, we spend the time and effort to “recreate the wheel” if you will from a potential pool of candidates perspective. We feel this is the best way to insure that we speak to everyone versus the typical search firm approach of only going to those that are known and in a database.
  • Manage all facets of the process including research, all direct calls to the industry and prospective pool of candidates, multiple confidential and backdoor references prior to introducing a candidate to you (not the references that the candidate offers), scheduling of candidates in to see you and your search committee, management of the offer creation and presentation to the desired finalist, and closing the deal. We feel that this Partner approach yields thorough and concise activity on the search, and thus shortens the cycle and nets you the high impact player that you desire and need — quickly.
  • Follow up with client and newly hired executive post placement and throughout tenure.

Our Search Model Works

Over the past 25 years, our search methodology of only having one Partner “touch” any and every piece of the search process has proven out as the only model that makes sense to us and our clients. The results speak for themselves:

  • 99+% successful completion over the past 25 years
  • Average time to completion of 65 days (start of search to signed offer)
  • Average time of tenure of candidates placed >3 years (would be longer but most of our clients end up going public or being acquired)
  • Less than .10% of all assignments end up with a candidate who is fired or quits in the 1st year of employment with the client
  • Entire client base is driven via word of mouth, referral, and repeat business

Start Now

For a confidential discussion around your company and our upcoming or potential human capital procurement initiatives, feel free to reach out via

Managing Partners

  • Stephen Sterett
  • Logan Moodley