The search is run by someone who has done the job.

Roles we place

• VP Product, SVP Product, Chief Product Officer
• Head of Product and Director of Product
• Group Product Manager and Principal/Staff PM
• Head of Product Design or Product Operations, when the org needs one

How the search runs

• 1. Intake (week 1). What the company actually needs, not the job description that exists. Decision team, must-haves, disqualifiers, comp band.
• 2. Calibration (week 1). A written scorecard both sides sign: the outcomes for year one, the artifacts that prove capability, the tradeoffs you will accept.
• 3. Market map (weeks 2–3). Every credible candidate in the segment, sourced directly. Not a database pull.
• 4. Evaluation (weeks 3–6). Structured interviews around real work: what they shipped, what broke, what they would do differently.
• 5. Close (weeks 6–10). Offer architecture, references that mean something, and a start plan.

How candidates are evaluated

• Evidence of shipped work, with numbers, not a keyword match.
• How they decided under constraint: what they cut and why.
• Whether they can operate in your actual model — team size, funding stage, domain.
• References that include someone who reported to them.

Fee model

Retained: one third at kickoff, the balance on start date. Fixed scope, agreed before the search opens. No contingency markup, no candidate ownership clauses that outlive the engagement, and a replacement guarantee inside the first six months.

For candidates

Searches draw on the Rarelevel network and direct outreach. If you have run product where the work was hard — regulated industries, migrations, AI in production — request a network invitation, or send a short note with the programs, the outcomes and the numbers.

Request a network invitation → or write directly.