Operator-led hiring
Former CTO/COO helping founders, boards, and PE-backed firms make leadership hires in an environment saturated with noise.
Low-volume. Judgment-led. Built for roles where a miss is expensive — and the usual funnels don’t work.
"Of all the sources we used, the candidates Gregg brought forward were by far the strongest. His ability to identify and engage the right people set him apart and directly impacted the outcome of our hiring." --Nick Zettler, Chief Growth Officer, Livefront
Hiring didn’t break because talent disappeared.
It broke because volume exploded, automation moved upstream, and trust collapsed at the point where candidates and companies first meet.Applying is effortless. Outreach is infinite.
Filtering happens early, without context.Strong candidates disengage.
Hiring teams drown in noise.
Both sides now assume the other is acting in bad faith.
I work where automated funnels and inbound volume stop being useful.
As a former CTO and COO, I approach hiring as an operating problem — not a sourcing one. I get involved when judgment, context, and real experience matter more than reach.This is not high-volume recruiting. It’s focused work on a small number of leadership roles where the cost of a miss is material.
VP & C-level hiring across Engineering, Product, and Commercial roles
Leadership design and talent strategy for PE/VC-backed and growth-stage companies
Operator-led evaluation where delivery, team dynamics, and valuation are tightly coupled
I operate with personal accountability and stay directly involved in every search.
Most of the leaders I work with aren’t actively looking. Most of the roles I take on never hit job boards. The work happens through direct, peer-level engagement built on long-standing professional trust.I run a small number of searches at a time so each one receives the same scrutiny I would apply to my own leadership team.
If you’re navigating a high-stakes leadership hire and finding the usual channels unproductive, I’m happy to compare notes.