17 years of senior placement·500+ leadership hires·Engaged · Contingent · Staffing · RPO
Engaged Headhunters/Industries/Human Resources
Industries · Human Resources

Human Resources.

CHROs, VP People, Heads of Talent Acquisition, and Total Rewards leaders. The leadership that builds, and sometimes saves, your culture.

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Segment
Enterprise · growth-stage · PE-backed
Roles
CHRO · VP People · Head of TA · CPO
Engagement
Mostly engaged
Geography
Nationwide · US
The thesis

The HR leader hire is the most leveraged hire on the leadership team.

A great CHRO or VP People is the difference between a culture that scales and one that fractures during the inflection. They sit on every major decision: comp philosophy, organizational design, leadership development, M&A integration, and the conversations no one else wants to have. The wrong hire shows up nine months later as attrition data.

Engaged search funds the dedicated time of a recruiter who has placed CHROs and VP People across stage and industry. The recruiter assigned has the relationships and the discretion to run the search without burning anyone's standing.

We work enterprise CHRO searches, growth-stage VP People hires, PE-backed portfolio-company HR leadership (carve-outs, integrations, turnarounds), specialty leadership (Heads of Talent Acquisition, Total Rewards, L&D, DEI, Employee Relations), and HR consulting partner placements.

Roles we cover

Where the search lives.

Senior leadership and niche-headhunter roles. The recruiter assigned to your search has spent a decade in this segment.

TOP HR LEADERSHIP
  • Chief Human Resources Officers
  • Chief People Officers
  • VP People
  • VP Human Resources
TALENT ACQUISITION
  • Heads of Talent Acquisition
  • VP Recruiting
  • Directors of Executive Search
  • Heads of Recruiting Operations
TOTAL REWARDS & OPERATIONS
  • Heads of Total Rewards
  • VP Compensation & Benefits
  • Heads of HR Operations
  • Heads of HRIS
SPECIALTY LEADERSHIP
  • Heads of L&D / Talent Development
  • Heads of DEI
  • Heads of Employee Relations
  • Heads of People Analytics
FAQ

Human Resources,
specifically.

The questions hiring operators send in the first call.

What kinds of HR roles do you recruit for?
Top HR leadership (CHRO, CPO, VP People), Talent Acquisition (Heads of TA, VP Recruiting, Directors of Executive Search), Total Rewards and operations (Heads of Total Rewards, VP Comp & Benefits, Heads of HRIS), and specialty leadership (L&D, DEI, Employee Relations, People Analytics).
Do you handle CHRO replacements during M&A or carve-out integrations?
Yes. PE-backed integration searches and carve-out CHRO placements are recurring on this desk. The recruiter assigned has experience scoping for the specific operating-leverage and integration challenges those engagements demand.
Are HR searches typically engaged or contingent?
Most senior HR leadership searches are engaged. The candidate pool is reputation-driven and the search depends on credible headhunter outreach. Director-level and below run engaged or contingent depending on urgency.
Do you place internal recruiters and HR business partners?
Yes, at the senior-leadership tier (Heads of HRBP, Senior Directors of HR) on engaged or contingent. For volume HRBP and recruiter hiring, our staffing-solutions or contingent track is a better fit.
Do you place candidates with healthcare, manufacturing, or technology HR depth specifically?
Yes. The recruiter assigned scopes for industry-specific HR experience: healthcare HR is a different operating model than manufacturing HR or technology HR. CHRO candidates rarely cross industries cleanly, and the search reflects that.
Do you cover the entire United States?
Yes. We run nationwide HR-leadership searches; most senior HR roles are headquarters-based or hybrid.
So now what?

Three paths from here.

  1. You're hiring a CHRO or VP People at an inflection point.

    Engaged search fits, the candidate pool is mostly passive, advisor-coded, and tightly networked. We map the pool in five days. Start the scoping call →

  2. You want the working-session question bank for the CHRO interview.

    Read the technical interview questions post. The CHRO section names the question that surfaces whether the candidate has the courage the role demands. Read the interview questions →

  3. You're benchmarking CHRO comp under sponsor or board pressure.

    CHRO comp varies by org size, ownership structure, and operating-partner expectations. Send us the role and we come back with a peer read. Email the read request →

●Request human resources talent

Tell us the inflection, the role, the urgency.

We come back inside one business day with a scoping call, a fee quote, and a market read on candidate availability.

INDUSTRY · HUMAN RESOURCES