Market mapping
Named targets, movement history, likely motivations.
Solution · Talent & Recruiting
Scarce senior talent, reached with discretion.
The hire that changes the trajectory of a business is not on a job board. We map the market, approach discreetly and support the decision with structured assessment — not a resume review dressed up as a search.
Built for leadership teams making high-consequence hires
Does this sound like your situation?
If two or more are true, this is likely the right first move. A senior operator confirms the fit on the diagnosis call.
- The role is a first-of-kind in the business.
- Public posting would signal something you cannot afford to signal.
- Existing networks have been exhausted.
- The board or investors are watching the decision.
- Assessment needs to be more than a chat.
Engagement model
Retained search engagement
A senior partner leads the search personally. Market mapping, outreach, assessment and reference work run to a written mandate, with weekly board-ready updates.
What we need from you
- Written mandate approved by executive or board
- Access to internal context, strategy and constraints
- Interview panel time protected across the timeline
- Compensation authority and range confirmed
- Access to the executive sponsor for a weekly 30-minute review
Access shortens time-to-value. Missing inputs are documented and handled — they do not stop the engagement.
30 · 60 · 90 days. Directional, not guaranteed.
An expectation-setter, not a promise. Results depend on the starting position, decisions made and access provided.
- 30 days
- Written mandate and success profile
- Market map with named targets
- First outreach and initial conversations
- 60 days
- Assessed longlist
- Structured interviews and case work
- Reference process in flight
- 90 days
- Shortlist with decision support memo
- Offer, negotiation and start-date planning
- Integration handover
Plan deeply. Build once. Improve continuously.
Delivered by senior operators across executive & specialist search.
The modules inside this engagement.
Outreach
Named partner-level outreach, discretion baked in.
Assessment
Structured interviews, cases and executive references.
Confidentiality
Information handling designed for board-sensitive searches.
Reference process
Structured, on-record and off-record references.
Decision support
Written memo comparing finalists against the mandate.
Where this engagement shows up.
Technology & SaaS
Founders hiring the first head of function or a senior operator.
Financial services
Regulated leadership hires with compliance in workflow.
Professional services
Partner and senior associate additions.
Healthcare
Executive clinical or operating leadership hires.
Proof
A retained search operating model.
A reference build: mandate template, market map format, assessment framework and decision-support memo.
Frequently asked
About this engagement.
- Do you use AI for outreach?
- We use AI for research support. Every outreach and assessment communication is authored by a named partner.
- What about candidate confidentiality?
- Explicit and enforced. Candidate identities are not disclosed outside the mandated panel without written consent.
- Can you support integration after hire?
- Yes — first-90-days coaching support is available as an add-on.
- How does an engagement start?
- A short diagnosis conversation with a senior operator, followed by a written proposal with named ownership and a scope your team can live with.
- Do you work with our existing team?
- Yes. We are designed to sit alongside internal teams — leading where appropriate, coaching where not. Nothing is done behind the client's back.
Delivered with TaaSFlow
Ready to start a role, or already a client?
Operational hiring lives in TaaSFlow — a Flow Group Ventures company. Strategic conversations stay with an FGV operator.
Talk to an FGV Talent PartnerA working conversation with a senior FGV operator.
Start a Hiring RequestYou’ll continue to the secure TaaSFlow hiring workspace to submit your role.You’ll continue to the secure TaaSFlow hiring workspace to submit your role.
Client LoginYou’ll continue to the secure TaaSFlow client workspace sign-in.
View Open RolesOpen roles are published and managed in TaaSFlow. You’ll continue to the TaaSFlow job board to browse and apply — Flow Group Ventures does not run a separate job board.
Join the Candidate NetworkYou’ll continue to TaaSFlow to join the candidate network. Your profile is held and managed in TaaSFlow.
Platform relationship
Delivered through the Flow ecosystem
Flow Group Ventures owns the engagement. Specialist platforms inside the ecosystem run the execution relevant to this work.
Delivered through TaaSFlow
For managed recruiting, sourcing, scoring and hiring visibility.
- Structured role intake
- Managed sourcing at volume
- Calibrated candidate scoring
- Interview and process workflow
- Hiring visibility for the client team
- Workforce planning support
Relationship to Flow Group Ventures: FGV defines the workforce plan and stays accountable for the outcome; TaaSFlow runs the operational hiring process and client workspace.
FlowPlacedDelivered through FlowPlaced
For fixed-fee direct-hire searches.
- Single-role direct hire
- One fixed fee, no percentage
- Shortlist against a written brief
- Payment only after a successful hire
- Replacement support window
- Healthcare and legal depth
Relationship to Flow Group Ventures: FGV confirms that one hire — not a hiring system — is the right answer; FlowPlaced runs the search on a fixed fee.
Next step
Book a call to
discuss executive & specialist search.
A short working conversation with a senior operator. No pitch deck. A written diagnosis follows within days.