Most firms sell the placement. We sell the team that takes you to the next horizon — which means we own the work before, during, and after the offer.
The work isn't the hire. It's the system that takes you further.
The work that determines whether the search will actually work.
Most failed CRO searches fail in the role design, not the recruiting. Before we open a search, we map your sales org, pressure-test your hiring thesis, and shape the role around your actual stage and motion — not the title founders think they should have.
Advisory is included with every retained search. For founders who want help scoping but aren't ready to commit to a search, we run it as a standalone four-week engagement.
Sales and revenue search at every level. Leaders, operators, full functions.
Most firms only run leadership. We run the leader and the team underneath, because hires that hold are about the system, not the singular hire. Three practices, one operator-led firm — Leadership Search for executive roles, Commercial Talent for senior individual contributors, and Build Programs to stand up entire functions from scratch.
Every search is led by a senior partner. Every candidate is operator-vetted. Every reference goes three layers deep. Curated slate of four to six finalists — never a database dump.
The first six months are where most leadership hires fail.
Every Ruori leadership placement includes a Landing engagement — coaching for the placed leader, transition support for the founder, and joint sessions to own the handoff. It's not an upsell. It's how we guarantee the hire holds.
Biweekly with the new leader. Monthly with the founder. Joint 30/60/90 calibration. We exit when both sides agree the hire has held.
A search alone doesn't hold. The system holds.