Building Leadership Teams That Drive Results
At Peskind Executive Search, we partner with companies, private equity firms, and venture investors to identify and secure transformative leadership talent. We don’t just fill roles—we build executive teams that shape organizations, accelerate growth, and create lasting value.
Accessing the Passive Candidate Marketplace
The best leaders are often not actively looking. Our expertise lies in engaging top performers who are thriving in their current roles but open to the right next step. Through targeted research and trusted relationships, we connect clients with these “impact players” — executives whose track records demonstrate vision, execution, and sustained success.
A Collaborative, Data-Driven Search Process
Our team functions as an extension of your organization — representing your brand authentically and confidentially in the market.
Proven 7-step process
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Schedule an in-depth conversation with your hiring authority
Review Job Description(s), discuss your "must haves" and "could live withouts" ARE THEY REALISTIC?
Is this an expansion role or a replacement?
Discuss marketing strategy – is this a confidential search while an employee is still employed?
Financial package/potential offer specifics; discuss salary range/total compensation – review the competitive landscape
Realistic timeline & hiring process – from résumé submittals to offer letter and start date
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Review competition, target companies and passive candidates
Target existing network and search for new candidates
Co-create the client's vision and message to gain candidate interest
Discuss active candidates in pipeline, review if an offer has been declined and why?
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Start the process of pinpointing our candidate pool – communicating and testing their interest level quickly
Source from direct competitors, related companies or channel partners, uncovering passive candidates who are succeeding in their current positions
Discuss candidate's accomplishments, compensation, motivation for change, and long term career goals
If it is determined the candidate is a fit, set a timeline from the first interview until their resignation and eventual start date
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Submit résumés, references and a cover letter from our candidate along with additional notes regarding salary, target start date and if they are interviewing with other organizations
Explain the timeline and urgency on a candidate by candidate basis
Discuss the qualified candidate pool with the hiring authority and address any additional questions or concerns
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Clients – Send out personalized calendar invites to confirm time/date and type of interview (Phone, Video or In Person) to review with the hiring authority
Candidates – Make sure our candidates have responded to the calendar invitations, completed company research and fully reviewed job descriptions, website and any other related materials
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Clients – review the interview, create a pros and cons list, discuss any concerns and how our candidates stack up against others in the process (schedule next interview)
Candidates – discuss the length of the interview, review any red flags and ask to compare and contrast this opportunity to their current company and others they are interviewing with (schedule next interview)
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Review the dangers of accepting counter-offers (SEE BELOW)
Discuss verbally with the candidate and client about the terms of the pending offer
Make verbal offer to candidate and get a verbal acceptance – we will not allow a client to extend a written offer that has not been verbally accepted
Confirm acceptance of written offer
Provide the candidate with a resignation letter template and review the potential of a counter offer again
Assist with additional on-boarding activities, etc.
Continuous follow up with our clients and our candidates to ensure a smooth transition along with any additional needs
THE DANGERS OF ACCEPTING A COUNTER-OFFER
Your employer offers an increase in salary to counter an offer made by a competing firm. Many employees will entertain, and a few will accept the (counter) offer. Those that accept a counter-offer often do so because they will not have to address the emotions of leaving their "comfort zone" (current employer), and entering into the unknown of joining a new company. But, what are the dangers of accepting a counter-offer? Consider the following before you decide to accept your employers counter-offer:
In the mind of your manager (employer), it is never a good time for you to resign. "I'm short-handed, I'll miss my vacation, it affects the moral of the (my) department, this makes me look bad to my boss" etc. Your manager (employer) needs to buy time to find your replacement.
Why did you have to resign in order to get a raise? If you are worth the counter-offer dollars now, why didn't you receive an increase in pay before now? Did you have to blackmail your manager into getting a raise?
Your annual review is coming up in a few months. Are you just getting an increase in your salary early?
In your managers (employers) mind, you are no longer a loyal employee. No longer within that "inner circle" as a trusted employee. Often, as soon as your manager (employer) finds a replacement for you, adios! Or, perhaps you may be passed up for the next promotion.
Statistics show that if you accept a counter offer, the probability of voluntarily leaving in six months or of being let go within one year is extremely high. Statistics compiled by the National Employment Association confirm that over 80% of those employees who accept a counter-offer are no longer with the same company six months later.
Accepting a counter-offer can influence the decision of a future employer from making you an offer to join their company. In effect, you may have "blackballed" yourself.
Remember the reasons you had for making a career change. Sure, part of it may be compensation. However, there were probably other motivating factors such as upward mobility, challenge, geographic location, and so on.
Once you have made the decision to make a change in your career path, make a plan, follow your plan, and stick to it. Don't allow yourself to be "futured" into staying with your current employer. It is not worth the risk.
From GovTech to Emerging Tech and Beyond
GovTech & Public Safety
Modernizing critical infrastructure for agencies through technology-driven leadership.
NG911 & Video Surveillance
Recruiting innovators in emergency communications, CAD, body-worn, and in-car video systems.
Autonomous Systems & AI
Building teams that advance AI, drone tech, UAS, and computer vision applications.
ML & Computer Vision
Placing specialists driving automation, analytics, and real-time decisioning.
Healthcare & Life Sciences
Partnering with innovators in medical devices, wellness, and alternative medicine.
Blockchain & Web3
Connecting visionary leaders shaping cryptocurrency, decentralized finance, and digital identity.
VR / AR / MR & SportsTech
Recruiting pioneers redefining entertainment, immersive tech, and digital fan engagement.
Digital Marketing & E-Commerce
Fueling growth for consumer brands through digital experience and analytics expertise.
Real Estate & Hospitality
Supporting firms transforming the built environment through modern leadership.
Cybersecurity & Data Infrastructure
Strengthening resilience through talent in data warehousing, storage, and virtualization.
FinTech & Alternative Data
Advancing the intersection of finance, data science, and digital transformation.
Accounting, Finance & Legal
Identifying operational leaders who strengthen governance and fiscal performance.
Contact us today
Trusted by Venture Capital & Growth Companies
Human Capital Perspectives
Our global network works for you.
We Listen First – Every engagement begins with understanding your unique culture and goals.
We Deliver What AI Can’t – Technology informs, but judgment, trust, and relationships build lasting teams.
We Are Growth-Focused – From C-suite to key staff, we find the right people at the right time.
We Build Partnerships – We’re more than recruiters; we’re an extension of your team.
We bring human Capital to venture capital.
What Sets Us Apart
What People Are Saying
Peskind Executive Search is a professional recruiting firm with a deep understanding of the public safety market. The VP of Sales worked with them on several occasions and came away impressed each time with their follow-up and tenacity. The firm understands the importance of relationship building and has a keen eye for talent. Based on this experience, the client highly recommends Peskind Executive Search when looking to fill key positions in an organization.
— VP of Sales, public safety
The AI & Mobility Tech company had worked with recruiters for many years and, in some cases, experienced great disappointment. They described Peskind Executive Search as by far the most talented recruiting firm they had ever encountered. The Peskind team was professional and worked tirelessly to get the job done. The client was impressed by both the quality of candidates Peskind Executive Search delivered and the speed at which they did so. As a small organization experiencing tremendous growth, the CEO recognized that without the ability to scale ahead of the curve, executing its business plan would have been impossible. Thanks to PES, the company was able to meet its hiring goals and continue its rapid expansion.
— CEO, AI & Mobility Tech
Peskind Executive Search was able to find several quality candidates for a Sales position the client had tried to fill for eight months. Within a few days, the firm began sending candidates based on very narrow requirements. Within a few weeks and many interviews, the client was able to close the open requisition with an incredible sales leader. They found Peskind Executive Search very easy to work with and now keeps them on speed dial for recruiting needs.
— sr. dir, DOD business development
Ready to Build Your Leadership Team?
We’d welcome a conversation about your hiring goals and how we can support your next strategic search. Reach out to our team to schedule a confidential consultation.