The Keystone Method
Five stages. Eighteen months. One accountable firm.
A keystone holds an arch together. That’s the job a great leader does inside your company, and it’s why our work doesn’t end when the offer is signed.
The five stages
Stage 1, week 1
Define
Most failed hires were doomed at the kickoff, because nobody wrote down what success meant. We start there.
What we do
- Interview the CEO, the hiring executive and future peers
- Agree on outcomes at 6, 12 and 24 months
- Name the culture and team dynamics the leader must work within
You receive
The Success Profile: a signed-off scorecard every candidate is measured against.
Stage 2, weeks 2 to 3
Map
We research the full market: competitors, adjacent industries and the leaders two levels down who are ready to step up.
What we do
- Identify every qualified leader in the target market
- Gather compensation data for the role
- Gauge who is realistically open to a move
You receive
A market map and compensation benchmark, reviewed with you before outreach scales.
Stage 3, weeks 3 to 6
Assess
A resume shows what someone did. We test how they think, lead and handle pressure in your specific environment.
What we do
- Structured interviews against the scorecard
- A working session on a real business problem
- Reference checks focused on how they lead
You receive
A shortlist of three to five leaders with written notes and plainly stated risks.
Stage 4, weeks 6 to 9
Close
Great searches die at the offer. We run the last mile like it matters, because it does.
What we do
- Shape the offer around what the candidate actually values
- Prepare the candidate for the counteroffer
- Manage the resignation and notice period
You receive
A signed offer and a clean resignation, with the counteroffer already handled.
Stage 5, months 1 to 18
Integrate
The first 18 months decide whether a hire works. We stay involved for all of them.
What we do
- Structured check-ins with both sides (through month 18 on retained searches)
- Early warning when priorities or relationships drift
- A sounding board for the new leader in their first months
You receive
A leader still winning at month 18, backed by a 15-month guarantee on retained searches.
See the whole market, not just who applied.
By week three you get a map of every qualified leader we found. Filter this sample the way you would at a real review.
| Source | $500M+ revenue | $100M to $500M | $25M to $100M | Private equity backed |
|---|---|---|---|---|
| Direct competitors | ||||
| Adjacent industrial | ||||
| OEM customers | ||||
| Distributors | ||||
| Rising number twos |
The part other firms skip.
On retained searches, six structured check-ins, each with the new leader and the hiring executive, held separately. We compare notes against the Success Profile and flag drift early.
Landing
First impressions on both sides. Are the right relationships forming?
Listening tour
What has the leader learned so far, and what has surprised them?
First-quarter review
Progress against the Success Profile. First wins named, first concerns raised.
Six-month review
Scorecard check against the Success Profile. Adjust priorities if the business has moved.
Year one
A full review with the hiring executive: what’s working and what needs support.
Close-out
The finish line too many hires never reach. We close the engagement together.
How we compare.
| Feature | TLR Search Partners | Contingency agency | Embedded recruiter |
|---|---|---|---|
| Exclusive focus on your search | Yes | Usually not | Yes, while embedded |
| Full market map | By week three | No | Sometimes |
| Scorecard-based interviews | Included | Rarely | Sometimes |
| Confidential search handling | Included on retained | Rarely | Rarely |
| Support after the start date | Check-ins through month 18 on retained | None | Ends with the contract |
| Replacement guarantee | 15 months on retained | Often 90 days | Usually none |
Our 15-month guarantee on retained searches
If a retained placement leaves or is let go for performance within 15 months, we run the search again at no additional fee. It’s backed by check-ins through month 18, so problems surface long before they become a resignation.
Start a confidential search