Our Executive Search Process – Helix Recruiting

Not the job. Not the checklist. The Why.

Most executive search firms start with a job description. We don’t. We start with your story. The founder’s origin. The problem you’re solving. The inflection point you’re navigating. Why now matters. Because if candidates aren’t energized by the mission, the JD doesn’t matter.

Our process begins with immersion: understanding your culture, product vision, investor expectations, internal dynamics, and where the gaps are in your current leadership team. Only then do we shape a brief worth recruiting against. We don’t pitch jobs. We pitch narratives that attract missionaries, not mercenaries.

 
Methodical Research, Not Rinse-and-Repeat

Every search is re-built from scratch—customized around the scientific domain, market segment, and leadership thesis.

We blend structured talent mapping with three decades of network intelligence and relationships.

We trace patents, publications, and career arcs to find operators who’ve shipped product, scaled teams, or solved adjacent problems and we know how to surface talent that’s just off-center—not obvious on LinkedIn, but often the unlock.

 
Broad networks, zero pressure.

We don’t spam. We storytell. Our outreach is tailored and timed. Because real recruiting isn’t coercion—it’s alignment. If the fit is right, the right people raise their hand. If not, they often point us to someone even better.

This is how Helix builds rich, search-specific ecosystems. Through calibrated outreach, high-signal storytelling, and a low-pressure tone that respects timing. That way, even if the first outreach doesn’t land, the next one might.

Fewer candidates. Better outcomes.

We present a small number of high-caliber candidates. Our average: 4 candidates per hire. In multiple searches, our first submission has been the hire.

We pre-wire alignment on comp, role, motivation, and readiness. If there are risks, we surface them early. You won’t waste cycles on the wrong profiles. Our job is to accelerate conviction, not churn pipelines.

High-integrity, high-yield negotiation.

We act as a third-party bridge, not a hype machine. Candidates open up to us in ways they won’t with future bosses. That’s why we lead the close: to surface hesitation, bridge gaps, and broker real alignment.

This isn’t about inflating comp. We’ve told clients to pull offers when we sense a candidate isn’t being straight. We’ve told candidates they’re asking for too much and clients they’re being unrealistic. Our goal is mutual buy-in, not just offer acceptance.

Done right, closing builds long-term retention, not just signed docs. Let Helix lead the close. Your close rate will speak for itself.