Talent Partners for Critical Hires.
Let's build yours, together.
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What We Do
Who We Serve
Roles We Recruit
Every search starts with a deep understanding of your company, your culture, and the specific problem this hire solves. We don't start sourcing until we know exactly who we're looking for and why.
The best candidates aren't applying anywhere. We use proactive sourcing, a curated network, and deep market research to find people who wouldn't surface through traditional channels.
No resume dumps. No spray-and-pray. You'll see a small, focused slate of candidates we've personally vetted and believe in. We tell you why each one matters.
The offer stage is where good searches fall apart. We manage expectations on both sides, handle negotiations transparently, and make sure the hire actually lands.
Most critical hires get pushed into two models. Retained, with a heavy upfront commitment. Or contingency, with no real alignment.
We sit in the middle.
An upfront engagement fee, credited against the placement fee. Mutual commitment from day one.
No competing mandates. No divided attention. No noise.
Just the rigor of retained search, without the drag. And the urgency of contingency, without the chaos.
One focused partnership.
One aligned outcome.
“We have worked with several recruiters, and Talent Caddies has been outstanding, quick to source candidates, highly communicative, and helpful in pushing us to expand our thinking. Candidates also consistently spoke highly of their experience.”
Jeff Stade
CEO & Co-Founder, Jawnt
“I had such a strong candidate experience that when it came time to build my own team, I went straight back to Talent Caddies. I knew they would represent me well in the market and show up the right way for candidates. And they did.”
Genny Velazquez
Senior VP, Global Partnerships, ASU+GSV
“Talent Caddies helped me land a great opportunity, so when it came time to build my own team they were the obvious choice. They quickly understood exactly how I operate and what I was looking for, and moved fast to help me make three key hires.”
Michel Bardawil Abbud
VP, Head of Supply, BizScout
“Talent Caddies helped us get a clear view of the market. Compensation, talent quality, and what actually motivates candidates to make a move. They brought forward a strong slate of candidates and moved faster than we expected. We'd absolutely partner with them again.”
Chris Bordeaux
Managing Partner, LFG Ventures
“When I need a partner to think strategically about my next hire or tackle a high-priority search, I turn to Talent Caddies. Their network runs deep, their read on the market is sharp, and they move quickly and thoughtfully when I need support.”
Kevin Owens
Audit Partner, Wipfli
Operators we trust. Perspectives we value.
We maintain a network of senior operators across the functions we recruit. They keep us close to the market, refine our view of what great looks like, and help us reach people we wouldn't find on our own. You're not just working with a few recruiters. You're working with the relationships behind them.
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Co-Founder
Brian has spent 20 years building recruiting firms and placing executives across three continents.
He scaled an agency from startup to $8M in EBITDA and opened offices in Tokyo and Singapore, leading executive search for high-growth companies backed by top-tier VC and PE firms.
Before founding Talent Caddies, he worked inside the agency world learning what separates firms that scale from those that stall. The difference is rarely effort. It's discipline.
How he operates today reflects that. Involved in every search, accountable to outcomes, and built for clients who want a partner, not a vendor.
Co-Founder
Scott has spent his career building trust at scale, first inside a global financial firm, now in executive search.
At Guggenheim Partners, he spent nearly a decade running a global relationship management program. The work required the same discipline recruiting does. Earning trust, staying close, and aligning the right people at the right time.
At Hunt Club, he translated that experience into full-cycle search for VC and PE-backed companies, focused on roles where timing, precision, and fit matter most.
Most recruiters come up learning how to fill jobs. Scott came up learning how institutions actually work, and how to connect people across them.