HireVeda is an executive search firm built for senior leadership decisions — for high-growth companies hiring CXO, VP and Director-level leaders, and for the leaders navigating those moves.
Two practices · one conversation
Most search firms only work one side. We do both — which is the only way to read the senior market honestly. The two practices feed each other every week.
Retained CXO, VP and Director-level search for fast-moving startups, growth-stage companies and pre-IPO platforms.
A structured campaign for Director-to-CXO professionals navigating their next move. Not a coach, not a job-board — a partner-led campaign run by people who place at this level every week.
By the numbers
How a mandate runs
The same shape governs both practices — only the protagonist changes. The work stays through the first 100 days, because that's when most senior hires actually fail.
Working session with founder, board, and predecessor where one exists. We rebuild the JD, the comp band, and the success measure.
Wk 1–2 · Mandate briefLong-list of 40–80 leaders, mostly off-platform. Partner-led references begin before the first call, so the shortlist arrives back-channelled.
Wk 2–6 · Mapped universeSix to ten finalists. Structured panels, written assessments, partner-led references. Each finalist arrives with a written read.
Wk 5–9 · Finalist dossierOffer, comp, equity, notice negotiation handled end-to-end. We stay through the first 100 days in seat.
Wk 8–13 · Signed & seatedCurrent Openings
A selection of active senior searches. Partner-led, retained, and closed with precision. Apply directly or reach out to discuss fit.
On the record
We had three search firms on this mandate before HireVeda. The others sent us forty CVs. HireVeda sent seven — and three were sitting on our exact problem at the exact level.
ExecEdge was the first time someone treated my next move like an executive transaction, not a job hunt. The positioning work in week one changed every conversation after.
The thing about HireVeda is they tell you the truth — about your role, your market, your finalist. Twice we've changed the spec mid-search because their feedback was sharper than ours.
They closed our CFO seat in 42 days. The candidate came from a listed bank — not somewhere a typical startup recruiter would have looked, or convinced.
Frequently asked
No marketing-speak. If you have a question we haven't covered, write to us.
Sitting on a senior seat that has to be right? Or a senior decision that has to be made? Pick a door — we'll send a brief by the next business day.