Access to Retained Search firms and PE-backed opportunities
Visibility to Firms Running Active Executive Mandates
Introductions into Active, executive-level Mandates
We introduce executives directly to the search firms regularly retained to fill executive-level mandates. This is how Executive roles are accessed before they ever reach the open market.
For executives targeting roles in the $400K–$2M+ range who are open to a structured, strategic approach.
Our Reviews
Executive hiring does not start with applications
It is driven by retained search firms operating within defined mandates, often before the market is aware a role exists. These roles typically fall in the $400K to $2M+ range, where access is controlled, the process is managed, and candidate visibility is selective.
- The employer begins looking at their own trusted network.
- They hire a reputable search firm to run a discreet search.
- The firm builds a confidential mandate and announces it internally to check its active network.
- The firm scours its internal database of vetted candidates.
- The firm scours LinkedIn to begin a broader search.
- The firm posts the job on its website with “confidential mandate” in the title.
This is a discreet, closely controlled process that can take up to 6 months, and most often the firm fills the role with someone they have recruited before or who is already part of their ecosystem.
These searches are accessible only to people connected to the firm, which is why most senior executive roles are filled long before they become visible.
Traditional job search assistance firms sell resumes, coaching, and networking training, but you have to make your own introductions and actively apply.
At JSG, we secure introductions to firms with Active mandates, which provides the interviews.
Traditional Job Search Assistance Firms Provide Training. | Jackson Stevens Global Provides Access to mandates and introductions to people who are already looking for you |
|---|---|
| Focus on resumes, LinkedIn, and coaching | Focus on visibility to decision-makers |
| Rely on the candidates to actively apply for jobs and network | Rely on structured introductions and positioning within executive hiring networks |
| Enter processes after roles are visible | Enter processes before the roles are visible |
| Compete in extremely crowded pipelines, risking confidentiality | Compete in extremely confidential pipelines, maintaining confidentiality |
For whom Does this work best
Executives competing for roles in the $400K–$2M market
- Executives who require confidential access to retained search firms
- Executives who cannot rely on job boards or public applications
- Executives who understand that timing and visibility drive outcomes
Executive hiring at this level is not driven by applications. It is driven by retained search firms operating within defined mandates. Our role is to position executives within that ecosystem in a structured and controlled way, ensuring they are known, considered, and engaged at the right time.
how executives are positioned into the search firm ecosystem
how executives are positioned into the search firm ecosystem
- Identify: Identify the retained search firms and investment-backed organizations operating within your market, including those managing active and anticipated mandates.
- Introduce: Introduce you directly to the principals leading the search within targeted organizations.
- Align: Align your positioning with how search firms evaluate and prioritize candidates within those mandates.
- Manage: Manage your visibility across the search firm ecosystem to ensure continued consideration as new mandates emerge.
- Engage: Engage in active and emerging searches as firms evaluate candidates for new mandates.
This is not a job search process. It is a structured introduction into the firms that control executive hiring.
Each engagement is structured, targeted, and repeatable across the retained search ecosystem.
Access to this market is not achieved through applications. It is structured, targeted, and controlled.
For executives targeting roles in the $400K–$2M+ range who are open to a structured, strategic approach.
Support is available but not required
For those executives who want to improve their engagement, we offer the following services:
- Personal Branding
- Resume Development
- LinkedIn refinement
- Interview Preparation
- Compensation strategy
- Ongoing advisory throughout the hiring process
These may be integrated to enhance potential outcomes. Executives may also engage at the concierge level.
We’re not only the highest rated in the industry, but we are also the most reviewed.
Inventor | Creator | Proprietary Developer
To see our unique 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.”