Background
My career has always revolved around people—how they shape companies, cultures, and growth trajectories. I got my start in executive search at The Pacific Firm, a boutique search firm focused exclusively on consumer companies. It was there that I built a strong foundation in matching transformative leaders with growing businesses.
I went on to hold in-house talent roles at Google and MarketTools, gaining firsthand experience navigating the fast-paced, high-growth demands of startup environments. That inside-out perspective continues to shape how I approach search today.
I joined Calibre One over a decade ago and spent nine years working across industries—including enterprise software, healthtech, fintech, and consumer—recruiting for high-impact roles in marketing, product, HR, and operations. That broad exposure helped me develop a refined understanding of what great leadership looks like, no matter the vertical.
Eventually, one of my clients, Mixbook, recruited me to become their first Head of Global Talent Acquisition. It was a leap into the operator’s seat—and it fundamentally changed how I approach search. At Mixbook, I built the global talent acquisition function from the ground up, positioning recruiting as a strategic lever for growth. I led executive hiring across the C-suite, built the product, data, and generative AI teams, launched their employer brand, and partnered closely with the founder on workforce planning and leadership development. It gave me a deep appreciation for how talent strategies succeed—or stall—when growth meets complexity.
Now back at Calibre One, I bring that operator-meets-advisor perspective to every search I lead. While I’ve worked across industries, my current focus is on consumer and prosumer companies—especially those whose products I know, use, and genuinely believe in. I’ve seen what happens when the wrong hire slows momentum—and when the right one unlocks a whole new chapter. That’s the work I love most. I partner best with companies that treat talent as a competitive advantage—because it is.
Areas of Specialization
While I’ve worked across a range of industries throughout my career, my recent focus has been on high-growth consumer and prosumer companies—especially the ones whose products I use, believe in, or genuinely appreciate. These are typically founder-led, venture-backed, or PE-owned businesses between $20M and $500M in revenue, often navigating moments of rapid evolution.
My functional sweet spot includes CEO, People & Talent, Product, and Operations roles. Many of my clients are at an inflection point—repositioning their brand, scaling operations, or re-architecting culture. My job is to help them not just define the role, but identify what the business truly needs next to accelerate growth.
What Do You Love About Your Role?
This work is deeply human. I love the process of helping companies grow through people—and helping people grow through opportunity. There’s an art and a science to executive search. It’s research, pattern recognition, emotional intelligence, and storytelling all woven together. But what I love most is the ripple effect: when a single leadership hire unlocks better decisions, better culture, better performance.
The stakes are high—and I thrive in that. I get to work closely with bold founders, sharp investors, and visionary operators who are building the next generation of companies. Helping them shape their future leadership teams is a privilege I never take for granted. Search is never just a transaction. It’s strategy, psychology, storytelling, and matchmaking—blended into one craft. I love that no two days (or clients) are the same.
What is the Landmark Placement for a Client?
A standout was placing a CEO at a health and wellness brand post-launch; they built the team, repositioned the company, and drove a steep growth curve that led to acquisition. Another was partnering with the founder of a women’s clothing brand to build out her leadership team—resulting in accelerated growth and a successful exit.
These are the transformative milestones I aim for—and with over 200 searches completed, I’ve seen just how transformative the right leader can be.
What Does Success in Executive Search Look Like For You?
Success isn’t just making a hire—it’s creating lasting impact. It’s when a founder says, “I’m so grateful for your partnership. This was a great hire.” Or when a candidate calls months later and says, “This is the most meaningful role I’ve ever had.”
To me, success means long-term retention, cultural alignment, and measurable business impact. It’s when the executive doesn’t just fit the role—they elevate it. And it’s when I’m not just seen as a recruiter, but as a trusted and strategic talent advisor who helped shape that outcome.
What is the Greatest Opportunity of the Decade?
The real opportunity is in human-centered leadership. While AI and automation will change the “how,” the companies that win will be the ones that invest in people who lead with curiosity, resilience, and emotional intelligence. The demand for EQ-driven, adaptable executives will only rise—especially in companies navigating complexity, scale, or reinvention.
We’re in a decade where people strategy is business strategy. The companies that thrive will be those that build emotionally intelligent, inclusive, and strategically-minded leadership teams. The opportunity lies in building those teams intentionally—thinking beyond the resume and toward long-term organizational strength and innovation.
What’s Your Favorite Quote?
“If everything seems under control, you’re not going fast enough.”
– Mario Andretti