What makes our executive search different?
Our Streamlined, Rigorous Approach
Hiring exceptional talent in the dietary supplements and nutraceuticals space can be tougher than you’d expect. And, it must be done right. We combine deep industry knowledge with a rigorous vetting process to help you hire high-impact professionals who don’t just fill a role, they elevate your business.
And how we deliver results quickly and consistently:
1. Discovery
We start with a focused, strategic discussion to understand your goals, team dynamic, product category, and culture.
2. Market Mapping & Targeting
We map the talent market, identify passive and active candidates, and tap into our proprietary network across contract manufacturers, ingredient suppliers, and high-growth supplement brands.
3. Deep Vetting
Every candidate goes through structured, in-depth interviews, focused on experience, cultural alignment, and long-term impact. Good résumés are common. Great fits are rare.
4. Shortlist Delivery
We present a curated candidate presentations of top aligned candidates. You’ll never get a piles of résumés. You’ll get context and a breakdown of the intangibles.
5. Offer & Close
We manage closing strategy, compensation alignment, reference verification, and negotiating with clarity and transparency.
6. Post-Hire Follow Up
We stay engaged well after the hire to make sure onboarding, impact, and expectations are on track.
What We Believe
We are a supplement to supplement companies, helping you grow stronger from the inside.
Talent is the most important input in your business.
Our mission of finding the right fit is always more important than our fee.
A good hire fills a role. A great hire elevates your whole business.
We maintain a 96% placement success rate over 3 years, and 100% retention within the first year.
Relationships build stronger teams than algorithms!
Our Client Success Stories
VP of Sales – Branded Ingredient Supplier & Contract Manufacturer
• Built DTC + B2B channel strategy across retail, Amazon, and clinical wholesale
• Revenue grew from $36M to $88M in three years
• Added distribution in 7 new countries
VP of Marketing – Sports Nutrition Brand
• Brand refresh led to 3 category-leading SKUs within 18 months
• Revenue grew from ~$50M to $100M+ in three years
• Marketing efficiency and CAC improved by 35%
Operations Transformation – Contract Manufacturer (Capsule/Powder/Gummy Formats)
• Placed Director of Ops and Supply Chain Manager
• Increased production capacity 2.5X and reduced fulfillment times by 35%
• Reduced unit cost by 15%
Quality & Regulatory Leadership – Herbal & Botanical Ingredients
• Placed QA/RA Director leading compliance overhaul
• Passed all NSF and FDA audits with zero major findings
• Built scalable SOP systems for expansion
Flexible Search Models
CONTINGENCY
Best for: No hiring bandwidth or when internal sourcing stalls on individual high-impact roles.
How it works: No upfront fee. You pay only if you hire one of our candidates.
Typical roles: Territory Manager, Quality Manager, Regulatory Affairs Manager, R&D Scientist.
PRIORITY
Best for: Roles requiring targeted attention without full exclusivity for senior decision makers.
How it works: Small engagement deposit to secure priority access to candidates, and expedited hiring timeline.
Typical roles: COO, Head of Growth, Controller, VP of Marketing, Director of R&D, Plant Manager.
RETAINED PACKAGES (Most popular for scaling and post-acquisition hiring)
Best for: Leadership builds or hiring 3+ roles over the next 12–24 months.
How it works: Retained partnership, deeply customized, discounted fee structure based on role volume.
Why it works: Proactive talent scouting, faster hires, 30–40% less than industry standards, deeper strategic alignment, and market insights on-demand.
Retained Package Pricing
| Package Tier | Roles Covered | Client Savings | Discounted Fee Model |
|---|---|---|---|
| 3–5 Roles | Short-term scale-up | ~30% savings | 17.5% of base salary |
| 6–9 Roles | Strategic team build | ~35% savings | 16% of base salary |
| 10–14 Roles | Growth-phase hiring | ~40% savings | 15% of base salary |
For companies planning to hire 3 or more roles within the next 12–24 months, the retained package model significantly reduces cost per hire while securing priority access to excellent industry-specific talent.
Fee Transparency
✔ We do not include bonus, equity, commissions, or any additional compensation when calculating fees.
✔ Unless base salary is less than 50% of total compensation.
✔ In that case, we use 75% of estimated total compensation, and the fee is 20% for all single contingent roles.
✔ No surcharges, no incremental compensation fees, no hidden costs. Fee calculated on base salary only.
Payment plans available:
• 12 Month Plan – Monthly installments
• 24 Month Plan – 10+ hires within two years, spread for budget ease with same per-hire cost equivalent as 6-9 roles in one year.
Every Search Includes
Discovery & role alignment session
Curated candidate presentations, never just résumé drops
Interview scheduling and candidate briefings
Reference checks (unless directed otherwise)
Offer negotiation support
Post-hire follow up
90-day replacement guarantee for Contingent & Priority
180-day replacement guarantee for Retained Packages