Retained search for CHROs and senior HR leadership across industries. We place HR executives at the inflection points where culture, structure, and talent strategy define what comes next.
HR is decisive when companies are scaling, restructuring, integrating, or preparing for an exit. We place CHROs and senior HR leadership for organizations modernizing the people function, building talent strategy, integrating post-acquisition, or rebuilding the operating model. Founder-led, retained, one search at a time per function.
An HR executive recruiter that operates across the full senior HR bench. CHRO is the lead role; the rest are placed under the same retained, founder-led model.
Our lead HR practice. From PE-backed growth companies modernizing the people function, to public companies preparing for board-level scrutiny, to private companies on the IPO path. We place CHROs who shape the culture, structure, and talent strategy of the next phase.
Senior HR leadership below the CHRO seat: HR business partnering, organizational design, and operational HR for companies adding scale or complexity.
Strategic recruiting leadership for companies in hyper-growth, executive build-out, or post-acquisition integration phases.
Compensation, benefits, and equity leadership for companies preparing for board-level reporting, sale processes, or IPO readiness.
Senior leaders who design learning architecture, leadership development, and capability-building for organizations entering new growth phases.
People technology, HR data, and operational excellence for companies modernizing or scaling the HR function.
Senior HRBP leadership for companies building partnership models that align people strategy to business outcomes.
Senior HR leadership is most decisive at inflection. We place CHROs and HR leaders during the moments where the people function has to evolve faster than business as usual.
Two HR functions become one. Culture, systems, and policy alignment become urgent decisions, not future projects.
When organizational change demands HR leaders who can manage with empathy and execute with precision.
Months before a sale process opens, the HR function has to be in order: comp benchmarking, employee data, retention strategy.
When companies pass the 100, 500, or 1000-employee threshold, the HR operating model has to evolve before the business outpaces it.
Senior HR leadership is one of our core practices. We place CHROs and Chief People Officers across PE-backed, public, and growth-stage private companies.
The founder personally manages every CHRO engagement, from intake call through offer acceptance. No hand-offs to junior associates.
We place senior HR leadership across industries, from financial services to industrial, healthcare, technology, and real estate. Our candidate network reflects that breadth.
The largest firms in our industry operate under recruiting restrictions that limit where they can source. We do not. Your search reaches further.
Our placements aren't just role-fillers. They're matched to your culture and built for where the organization is heading next.
Yes. CHRO and senior HR leadership is one of our core practices. The founder personally leads every CHRO search, from PE-backed growth companies to public companies modernizing the people function.
We work across industries: small-to-mid-cap private equity portfolio companies, public companies, and growth-stage private companies. Most engagements come during transition events: post-acquisition integration, restructuring, sale preparation, IPO readiness, or scale-up.
Most retained CHRO engagements close within 90 to 120 days. Searches in regulated industries, or for first-time CHROs with specific transformation experience, can take longer. We prioritize the right cultural and strategic fit over speed.
Yes. We place VPs of HR, Heads of Talent Acquisition, Total Rewards leaders, Learning and Development leaders, People Operations leads, and senior HR Business Partners. Each search is led by the founder, not delegated to associates.
Yes. Many of our HR placements happen inside PE-backed companies during integration, restructuring, sale preparation, and IPO readiness. We understand the cadence and demands of PE-backed environments.
Across the United States and Europe. Our practice spans saturated metros and regional markets alike, with particular strength in companies operating outside the largest urban centers.
Yes. MGP operates exclusively on a retained model: one search at a time per function. You will not compete with another client for the same candidate pool.
Tell us about the HR leader you need to find. We will take it from there.
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