The Highest Rated Executive Transition Service in the World
- Research-Based & Data-Driven
- Candidate Sourcing For Search Firms - 3% of salary
- Executive - Level Job Search Assistance - "A ala carte" or Concierge
These reviews are from candidates who engaged Executive Candidate Job Search Assistance to accelerate their time to placement
We maintain a 5.0 Trustpilot rating based on verified client reviews.
We do not accept paid or fake reviews.
What type of Candidate Engages Executive Job Search Assistance?
1. They want to be proactive and accelerate their job hunt, not just reside in a database.
2. They want access to opportunities before they are advertised.
3. They want to get introduced to the right executive search & private equity firms.
4. They have limited time or lack experience in executive-level job hunting.
5. Their salaries have grown beyond their personal network.
6. They need to maintain confidentiality.
How does Jackson Stevens Customers Get Executive level jobs?
We target executive search firms and PE principals seeking to fill executive roles that cannot be advertised. This is the largest category of executive-level placement, and has the fewest competitors. Many of these are classified as “Hidden,” where the employer’s identity is also withheld.
What is an “Unadvertised” Executive Job?
An unadvertised job is one in which an executive has given notice, and their employer does not want its competitors, customers, or employees to know.
What is a“Hidden Job”?
A “hidden” role is typically a confidential replacement of an underperforming executive who is still in the role.
When leadership upgrades a critical position, often while the current executive remains in place, they engage a search firm to run a discreet process. To avoid disruption, the mandate is kept private and begins within a trusted, pre-vetted network. Only if needed is the search expanded in a controlled way, often without disclosing the employer. Occasional postings from reputable search firms may refer to these as “confidential mandates,” but most are filled before gaining broader visibility.
“Hidden” does not mean rare. It means access is controlled, discretion is essential, and timing matters. Most of these roles go to candidates who are already connected to the search firm before the opportunity surfaces.
Want to See How We Do It? Submit your résumé, and we will show you (all inquiries are held in the strictest confidence). Or, read on...
How does Jackson Stevens get its access to “Unadvertised” & "Hidden" jobs?
Effective Targeting: There are 10M recruiters in the industry, but only 12,000 have ever recruited an executive at the $400k–$2M level. We focus on those. We also target PE and VC firms.
Constant Monitoring: Every day, we filter opportunities from these organizations when they fit our candidates’ criteria: compensation, industry, role scope, geography, and workstyle (remote, hybrid, or on-site), and deliver relevant results to our customers within hours, long before they would be advertised.
We get our customers Introduced
Whether the position is through a search firm or a PE firm, we facilitate the introduction. Hiring authorities focus on people they know. We facilitate introductions for our customers to recruiters working on mandates that align with our customers’ backgrounds and goals.
As a result, our customers respond to opportunities presented by the targeted recruiter or PE. Our customers don’t “search” for jobs.
This enables our client to be considered early, long before the process becomes competitive or widely visible.
Results: A typical customer is presented to thousands of selected recruiters, and their résumé is read by 1,500 to 2,900 decision-makers, resulting in 120 to 300 responses and multiple senior-level interview processes.
How Our Services May be engaged
- Basic – an à la carte menu of services
- Basic + Concierge – All-Basic Services plus a concierge team
Note: At this level, candidates, especially confidential candidates, must be selective in who they work with. We must be selective as well. The candidate’s background must align with executive-level mandates; we are happy to walk you through our processes confidentially. We work with a limited number of senior executives whose backgrounds and performances are likely to be of interest to retained search firms and private equity investors.
“A la carte” Engagement:
This engagement requires full participation and is designed for executives who prefer to remain hands-on. We provide support across specific aspects of the process, aligned to individual priorities and timing.
The Concierge Engagement:
Our Concierge offering requires minimal participation. It was designed for those with limited time or interest in the job search process. We manage the search end-to-end. It is high-touch and includes identifying opportunities, coordinating outreach, and handling most of the administrative elements of the search.
Our clients’ involvement is intentionally minimal, typically limited to providing input, approving materials, responding to inquiries, and participating in interviews.
Regardless of the engagement, we conduct the job hunt; our clients do the interviews.
We’re not only the highest rated in the industry, but we are also the most reviewed.
Inventor | Creator | Proprietary Developer
To see our employment communication strategy, click the 3-minute video below.
Testimonials
Brent Furse | President & Chief Executive Officer, GeNO
“The first time The Medicines Company (~$1B) used Jackson Stevens was in 2013. Transitions were completed within 120 days. Now The Medicines Company uses Jackson Stevens exclusively for any high-level transitions as multiple subsequent senior executive transitions were effective and each was very complimentary of the service provided.”
Kevin Hornish, Senior Vice President, Talent Acquisition, QBE North America (Insurance Industry)
“Most accomplished executives don’t build their careers by honing their résumé writing, interview, and job-seeking skills; they do it by delivering results. If you want to be absolutely certain your outplaced executive is presented to the market in the best possible way, engage Jackson Stevens. They are absolute experts at crystallizing achievements with incredible detail from the 7 dimensions and getting candidates to the right people.”
Dr. Naoki Sawada, Assistant Professor (University of Chicago Medicine & Award-winning R&D Executive)
“It is difficult for non-medically trained people to grasp many of the scientific and the academic aspects during an interview. I was able to articulate my experiences in both arenas in such a way that employers could understand regardless of their background, and I have achieved great results.”
Joe Coffey, Vice President, Alere Inc. (Healthcare & Life Sciences Industry)
“Jackson Stevens has an arsenal of vast experience, and the team at Jackson Stevens are “wizards.” If you want to differentiate your candidates and make it easier for hiring executives and top-shelf recruiters to find them, Jackson Stevens and their executive job search coaching services are an essential part of your strategy. It is a good investment.”
Jason McCleish, Azure Cloud Senior Executive, Microsoft (Technology Industry)
“Jackson Stevens has been an incredible asset in many areas. They are experts in advanced résumé and LinkedIn strategies using the 7-dimensional construct. They have a charismatic approach to executive coaching and are the consummate professionals who know how to get C-Suite candidates in front of the executive search industry.”
Shaun Jacob, Chief Revenue Officer, Ortholive (Healthcare & Life Sciences Industry)
“We conducted exhaustive research and found that firms focused on resume, interview, and networking, not marketing. We chose Jackson Stevens and couldn’t have been more pleased with the final result. They have the same services as others, but also connect the candidate to top executive search firms, which shortened transitions. We give Jackson Stevens our highest recommendation!”
Jeff Sandbothe, Chief Executive Recruiter, GRN of Lake St. Louis
“I have had the pleasure of working with Dean on several executive searches, and he has done an impeccable job. The Jackson Stevens 7 Dimensions have been instrumental in allowing my executive candidates to fully understand and communicate the value they have delivered throughout their careers. By having a résumé that speaks to the client’s needs, I have a candidate that outshines the competition, allowing the discussion to move to matters of substance, and away from a “résumé review.” Dean’s résumé & candidate preparation, vast network of executives across industries, and executive search experience combine to create a significant value-add to the services I provide my clients and candidates. The proof is in the profit.”
Denis Bilodeau, Managing Partner, GRN Bridgewater | Healthcare
“I wish I would have had the good fortune of meeting Jackson Stevens about 10 years ago. The clarity and succinctness of the Jackson Stevens 7 Dimensions and how it conveys the quality and talent of candidates I submit to employers is unmatched. Employers find out up-front, before even meeting the candidate, that he/she can do the job and how well. That means more interviews, more placements, and more revenue. It’s refreshing to finally have met someone who writes résumés and presentations and who is also an expert on executive search. If you are an executive or leadership candidate reading this and need a referral, please contact me. I will be happy to connect you.”