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Premier Executive Search Firm

Building Executive Teams That Drive Transformation

At Caymus Partners, we don’t just fill leadership roles—we build executive teams that drive transformation.

Our proven track record includes placing senior leaders across the C-suite, boardroom, and VP levels, with compensation packages ranging from $200K to $1million+. We’ve partnered with some of the most respected names in finance, SaaS, manufacturing, municipal government, and private equity–backed firms.


Recent Executive Recruiting Highlights

  • Chief Financial Officers placed in high-growth private companies with total compensation exceeding $1million

  • Chief Legal Officer and Chief Information Officer searches completed for a billion-dollar organization in the industrial sector

  • Chief Technology Officers and VPs of Engineering placed in SaaS, fintech, and health-tech organizations with comp packages ranging from $220K to $500K+

  • Board Member placement for a high-growth, venture-backed technology firm

  • Full technology leadership teams built for financial institutions and tech-forward service companies

  • VP of Sales Operations secured for a rapidly scaling national brand to align revenue strategy with operational execution


Why Clients Trust Caymus Partners

  • Deep industry knowledge and access to top-tier executive talent

  • Transparent, partner-led approach with senior recruiters involved from day one

  • High-touch experience that respects confidentiality, urgency, and alignment


Executive Functions We Place

  • CEO, COO, CFO, CTO, CIO, CMO, CHRO, CLO

  • VP of Technology, Sales, Marketing, Finance

  • Board Members

  • Interim Executives

Industries We Serve

  • Technology & SaaS

  • Finance & Insurance

  • Healthcare & Life Sciences

  • Manufacturing & Industrial

  • Education & Ed Tech

  • Legal & Professional

  • Consumer Goods

Executive Hiring Firm
Executive Hire

The High Cost of a Bad Hire

Hiring the wrong executive can have ripple effects across your organization, impacting morale, momentum, and your bottom line.

  • Turnover costs are staggering: Replacing a C-level executive can cost up to 213% of their annual salary. For a $200,000 role, that’s more than $400,000 in direct and indirect expenses. SHRM reports that turnover at this level often exceeds three to four times the salary, particularly for senior and strategic roles.

  • Productivity loss is widespread: U.S. businesses lose an estimated $1.8 trillion annually due to productivity lost from turnover.

  • Leadership misalignment is costly: In a 2024 survey, 44% of teams cited misalignment as a key workflow issue—up significantly from the previous year. Misalignment leads to disengagement, with 68% of low-alignment companies reporting poor employee engagement.

  • Strategic drift can derail growth: Only 28% of executives and middle managers could accurately list their company’s strategic priorities, contributing to execution gaps and missed outcomes.

In contrast, highly aligned organizations grow 58% faster and are 72% more profitable than their misaligned counterparts.

Securing Leaders for Sustainable Growth

Visionary executives do more than manage—they set the tone for lasting success. They embed cultural alignment, shape long-term strategy, and future-proof your organization through intentional leadership.

When key roles are vacant or filled by the wrong individuals, the opportunity cost can be immense. Delayed projects, missed revenue targets, and lost market opportunities become unavoidable realities. In fact, two-thirds of turnover-related costs are intangible, tied to lost productivity and institutional knowledge. Poor alignment at the executive level can result in millions in unrealized revenue or missed market positioning—especially when decisions fail to capitalize on emerging trends or strategic partnerships.

At Caymus Partners, we understand that a great hire isn’t just about today’s needs—it’s about creating sustainable value that drives competitive advantage for years to come.

Leaders for Sustainable Growth

Exclusively Retained Executive Search Process

At Caymus Partners, executive search isn’t transactional—it’s a deeply strategic, high-touch process built on alignment, insight, and long-term success. From discovery to onboarding, we serve as trusted partners at every stage, delivering curated talent solutions that reflect your culture, goals, and leadership vision.

Phase 1 : Discovery & Intake

We begin every engagement with deep listening and a strategic discovery session designed to understand more than just the job description.

Stakeholder Alignment

  • Client Alignment Call
    • Understand company culture, leadership style, and pain points
    • Meet with key leaders to align on organizational goals and team dynamics
    • Clarify org structure and direct/indirect reports
    • Define success metrics for the role (90-day, 1-year outcomes)
    • Discuss diversity goals if applicable

Role Definition & Position Profiling

  • Collaborative Position Development
    • Finalize title, scope, required vs. preferred experience
    • Define required competencies, leadership style, and expected outcomes
    • Confirm compensation range, benefits, and relocation (if any)

Company Positioning & Value Proposition

  • Employer Brand Development
    • Align on key selling points (brand, growth, impact, etc.)
    • Develop a compelling employer value proposition to attract top-tier candidates who align with your mission and growth trajectory

Process Definition & Timeline

  • Engagement Framework
    • Agree on weekly cadence and communication protocols
    • Define interview steps and decision-makers
    • Establish expected close date and key milestones

Phase 2 : Research & Sourcing Strategy

Identifying and Engaging Top-Tier Talent

We translate discovery insights into a focused, proactive search strategy.

Market Mapping & Intelligence

  • Strategic Market Analysis
    • Identify target companies, industries, and competitor benchmarks
    • Map talent pools across the Midwest and beyond based on client needs
    • Prioritize local, regional, or national sourcing strategies
    • Present market data to align expectations on talent availability

Custom Sourcing Strategy

  • Multi-Channel Approach
    • Develop custom research and sourcing plan leveraging proprietary network, digital tools, and market intelligence
    • Leverage internal database, Boolean search, and specialized networks
    • Craft tailored outreach messaging for maximum engagement
    • Execute outreach via email, phone, LinkedIn, and warm network referrals

Diversity & Inclusion Commitment

  • Intentionally Inclusive Sourcing
    • Ensure candidate slates are intentionally inclusive and reflect a broad spectrum of backgrounds and perspectives
    • Implement targeted diversity sourcing strategies aligned with client goals

Phase 3 : Candidate Evaluation

Rigorous Vetting and Candidate Assessment

We deliver curated shortlists—not stacks of resumes.

Comprehensive Screening & Assessment

  • Structured Behavioral Interviews
    • Conduct in-depth interviews using our structured framework to assess leadership potential and organizational fit
    • Execute deep-dive interviews focusing on leadership style, strategy, and culture fit
    • Assess for both competency and character using consistent evaluation criteria

Detailed Candidate Documentation

  • Structured Evaluation Process
    • Use structured scorecards for consistent evaluation across all candidates
    • Present concise, insight-driven candidate profiles including career trajectory, strengths, concerns, and interview highlights
    • Deliver comprehensive candidate summary write-ups covering career history, leadership highlights, motivation, and compensation expectations

Curated Shortlist Delivery

  • Quality-Focused Presentation
    • Typically present 3–5 top candidates within 3–5 weeks of kickoff
    • Maintain transparency through weekly updates, regular progress reports, and pulse checks
    • Focus on finalist quality over quantity to streamline client decision-making

Facilitating Offers and Ensuring a Smooth Transition

Our work ensures successful transitions, not just accepted offers.

  • Compensation Consultation: Advise on market compensation and total rewards strategy.
  • Offer Structuring: Partner on negotiation and closing, ensuring both client and candidate feel great about the outcome.
  • Resignation Support: Coach the finalist through their resignation process to minimize counteroffer risk.

Phase 4 : Client Interviews & Selection

Client Interviews & Selection

We partner closely with you to guide a streamlined, well-coordinated interview process.

Interview Design & Coordination

  • Support interview planning to ensure alignment with search goals
  • Schedule and prep both sides


Feedback Management

  • Facilitate feedback sessions (debriefs) after each round to surface red flags or strengths
  • Maintain momentum and alignment with client
  • Address any shifting expectations


Reference Checks

  • Conduct thorough, confidential reference checks to validate fit and performance

Phase 5 : Offer & Closing

Offer Management & Closure

Our work ensures successful transitions, not just accepted offers.

Compensation Consultation

  • Advise on market compensation and total compensation strategy
  • Manage expectations on both sides early
  • Provide market data to support negotiation


Offer Structuring

  • Partner on negotiation and closing, ensuring both client and candidate feel great about the outcome
  • Support with offer letters, benefit discussions, and counter-offer mitigation


Resignation Support

  • Coach the finalist through their resignation process to minimize counteroffer risk
  • Prepare candidate to navigate resignation and stay conversations

Phase 6 : Onboarding & Integration

Onboarding & Integration

Our relationship doesn’t end at offer acceptance.

Transition Support

  • Support smooth transitions by guiding exit steps and prepping for a successful start
  • Touch base with candidate and client 1–2 times before Day 1

Continuous Check-Ins

  • Maintain regular follow-ups with both the client and new hire to ensure alignment and satisfaction
  • Support transition and flag concerns with 30/60/90 day check-ins
  • Ensure both client and candidate remain aligned on expectations

Long-Term Partnership

  • Use feedback to inform future talent strategy and strengthen our ongoing relationship

TESTIMONIALs

Proven Results from a Leading Executive Hiring Firm

“Caymus Partners helped us find a local independent board member with a rare mix of software engineering, M&A, and governance experience—an exceptional fit. Darci and her team are thoughtful, professional, and deeply committed to understanding both the role and team dynamics. I’ve worked with them for years and highly recommend their services.”
Jeff W.CEO
"Working with Erin was an outstanding experience for my career path. The communication and preparedness, before being formally introduced to the company’s management team, provided me with a thorough representation of what the future might hold with the target company. Once a formal introduction was made, I was able to confidently present myself knowing that Erin had provided me with facts to make a well-informed decision. Erin and the team went above and beyond to ensure that my skillset and values were a perfect match with my future company. I am grateful to Erin & team for the tremendous opportunity ahead of me."
Chris F.CFO
“Caymus Partners played a pivotal role in my transition to CTO at Pryor Learning. Darci Crow’s professionalism, transparency, and strategic guidance throughout a complex and shifting hiring process were invaluable. Her deep industry knowledge and negotiation skills led to a strong offer that reflected my value. I highly recommend Caymus to any organization seeking executive-level talent.”
Jason N.CTO
"Caymus Partners has been a game-changer for our hiring process. As a custom software development company, finding skilled talent that fits well within our work environment can be challenging. Their team took the time to understand our technical needs and company values, presenting us only with candidates who were not only highly qualified but also a great fit for our team. Their deep industry expertise, clear communication, and commitment to quality have empowered us to confidently scale our engineering team and seize opportunities that would have otherwise been out of reach. We consider Caymus Partners a trusted extension of our own team and look forward to continuing this successful relationship."
Jeff B.VP of Software Solutions
"Erin and Darci worked in record timing to help me find my current role. They knew I had offers in hand and worked magic to get their client to move quickly. Since taking the role I have been tasked with building out a team. I called Erin and Darci and they have exceeded my expectations on the quality of candidates they deliver."
Chris G.VP of Global Technologies
"Darci Crow is an exceptionally talented individual. Her thoughtful and unique approach to solving complex business solutions is among the best I have seen. Darci blends competent business experience with a real desire to establish long term interpersonal relationships. People 'want' to work with Darci and her success is a testament to that talent. I would strongly recommend Darci to any organization seeking to hire a world class professional!"
Al P.VP of Business Innovations
“I've worked with a lot of recruiters over the years, and most of them treat the relationship like a transaction — they call when there's a job and disappear if it doesn't pan out. Working with Darci has been a completely different experience. She's consistently stayed in touch, offered thoughtful advice, and genuinely cared about finding the right fit. She sees the long game and invests in people, not just placements. I can’t recommend her enough.”
Chris C.VP of Engineering
“Caymus Partners was instrumental in helping us place a CFO and CTO under highly complex circumstances—including a pre-close acquisition, cultural transition, and geographic constraints. Darci Crow’s proactive, thoughtful approach and deep network delivered exceptional results in just six weeks. Both hires have been transformational. I’d recommend Caymus without hesitation for any high-stakes executive search.”
Lavanya S.Vice President
“Caymus Partners led a successful national search for our CFO and Chief Legal Officer. They took the time to understand our needs, delivered strong candidates, and guided us through the selection process.. I wouldn’t hesitate to call on Caymus again for executive talent.”
Mark S.Executive Vice President

Frequently Asked Questions about Executive Search Firms

How is executive search different from traditional recruiting?

Executive search is a retained, consultative process focused on finding passive candidates for senior-level positions, while traditional recruiting is typically contingency-based and targets active job seekers for mid-level roles. Executive search involves deep partnership with clients, comprehensive market research, and proactive candidate identification. We spend weeks understanding your culture, developing success profiles, and mapping the competitive landscape. Traditional recruiting relies on job postings and applicant pools, while executive search requires direct outreach to high-performing leaders who aren’t actively looking for new opportunities. The investment reflects the strategic nature of these hires—executive search is about finding transformational leaders, not just filling positions.

Most executive searches take 8-12 weeks from engagement to offer acceptance, though complex or highly specialized roles may extend to 16 weeks. The timeline breaks down as follows: Discovery and success profile development (1-2 weeks), market research and candidate identification (2-3 weeks), initial outreach and screening (2-3 weeks), client interviews and assessment (2-3 weeks), and final negotiations and offer acceptance (1-2 weeks). Factors that can extend timelines include limited candidate pools, complex approval processes, or highly specific requirements. We provide regular updates throughout the process and can adjust our approach to meet urgent hiring needs when necessary.

Confidentiality is paramount in executive search, especially for replacement searches or sensitive organizational changes. We maintain strict confidentiality protocols including non-disclosure agreements, coded project names, and limited internal distribution of search details. When approaching candidates, we provide general company information initially and only reveal the client’s identity after mutual interest is established and confidentiality is confirmed. We conduct initial conversations in private settings, use personal contact information rather than corporate emails, and coordinate interview schedules to minimize visibility. Our team is trained in discrete communication practices, and we never discuss ongoing searches with external parties or use client information for business development purposes.

We specialize in C-suite positions including CEO, COO, CFO, CTO, CIO, CMO, and CHRO roles, as well as senior vice president positions across technology, sales, marketing, operations, and finance. We also place board members, interim executives, and specialized leadership roles like Chief Data Officers, Chief Revenue Officers, and Chief People Officers. Our focus is on roles that significantly impact organizational strategy, culture, and performance—typically positions with compensation packages above $150,000 that require proven leadership experience and industry expertise. We work with companies ranging from high-growth startups to established enterprises seeking transformational leadership.

Our core expertise spans Technology & SaaS, Finance & Insurance, Healthcare & Life Sciences, Manufacturing & Industrial, Education & Ed Tech, Legal & Professional, and Consumer Goods sectors.

In Technology & SaaS, we place executives who excel in rapid scaling, product innovation, customer success, and digital transformation. Our Finance & Insurance practice focuses on leaders with deep experience in financial strategy, risk management, regulatory compliance, and fintech disruption. For Healthcare & Life Sciences, we target executives with backgrounds in clinical operations, regulatory affairs, biotech innovation, and healthcare IT.

In the Manufacturing & Industrial sector, we seek leaders with proven strengths in operational excellence, supply chain strategy, engineering leadership, and lean manufacturing. Within Education & Ed Tech, we work with both traditional institutions and innovative education technology companies to identify leaders who bridge academic and commercial success.

Our Legal & Professional practice places executives with expertise in compliance, legal operations, risk mitigation, and professional services leadership. Finally, in Consumer Goods, we recruit talent experienced in brand management, omnichannel strategy, supply chain logistics, and customer engagement.

Approximately 85% of executive-level professionals are passive candidates who aren’t actively job searching, which requires sophisticated sourcing strategies beyond traditional job boards. We maintain extensive networks built over years of relationship building, attend industry conferences and events, and leverage executive referrals from our candidate community. Our research team maps organizational charts of target companies, identifies high-performing leaders through industry publications and news coverage, and monitors career progression patterns. We approach candidates through warm introductions when possible, craft personalized outreach messages that demonstrate understanding of their background and accomplishments, and position opportunities as strategic career moves rather than job changes. The key is building genuine relationships and presenting compelling reasons for exceptional leaders to consider new challenges.

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5440 West 110th St. Suite 300, Overland Park, Kansas 66211

darci@caymus-partners.com
913.219.8742

erin@caymus-partners.com
816.809.5577

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