Customer success, support leadership, and service operations across B2B and B2C. We recruit service professionals who understand customer retention is revenue retention.
Where we focus inside the customer service space.
VP Customer Service, Customer Service Directors, Heads of Support
CS Directors, CSMs, Account Health Leaders
Contact Center Directors, Call Center Managers, Workforce Management
Technical Support Managers, Tier 1/2/3 Leadership
Service Operations Managers, Quality Assurance
CX Leaders, Voice of Customer, NPS Programs
The sub-specialties we recruit across in customer service.
A candidate-centric approach that ensures alignment not just in track record — but in values, motivations, and long-term fit with the customer, the team, and the way your operation actually runs.
Examine the customer environments worked, escalations handled, teams led, and the patterns that predict how a candidate will perform inside your operation.
Surface how a candidate thinks about customers, escalations, accountability, and where they will draw a line on a process or a policy.
Understand what is genuinely driving the move. Scope, leadership track, growth, hybrid, schedule, comp — and whether your role provides it.
Pinpoint depth in the specific operation — call center, B2B success, retail support, technical support — and the leadership capacity to match.
Comp, schedule, hybrid expectations, scope, growth trajectory — the realities that determine whether someone takes the role and stays.
Customer-facing roles live and die by judgment under pressure. A misaligned hire shows up in NPS, retention, and team turnover — and the damage happens before the dashboards catch up. The resume tells you what someone has done. It does not tell you how they handle a furious customer, a tough policy call, or a slow Wednesday afternoon.
We screen for the operational realities — volume managed, escalations handled, NPS, retention, team scope — and then we do the harder work: understanding how a candidate de-escalates a hard situation, how they coach a struggling agent, what they do when a process is broken, and whether their values about service genuinely match yours.
Service is also a culture, not just a metric, and culture is hard to read off a resume. The best service leaders set a tone the whole team feels — they model patience on the hard calls, build the kind of trust that keeps good agents from leaving, and protect the customer experience even when the quarter is tight. We take the time to understand how your team actually operates, what your customers expect, and what "good service" means in your world, so the person we send raises the room rather than just filling a seat.
And we do not disappear once the offer is signed. The first 90 days reveal whether a service hire will truly stick — whether they earn the team's trust, absorb your tools and playbooks, and start improving the numbers instead of just maintaining them. We stay close through onboarding so the placement holds, the ramp-up is smooth, and the person you bet on becomes the steady leader your customers and your team can count on.
The process is intentionally simple.
We start with a conversation about what success looks like 90 days in.
You will see a small, qualified slate.
We are around through onboarding and the first 90 days.