Looking to acquire top talent.
Send us the job description. We read it the way the engine reads every posting — stated minimums, recurring asks, the unusual requirements most candidates miss — and hand back a short list of people who have said they are open to a move and whose real history meets what the role actually asks. Not a database. A list you can read in one sitting.
Employers · the last of our offers to open. Leave an email and you will hear the day it does.
A short list, read against your description.
Observe before prescribing.The ExecRecon behavioural principle
Every executive who runs ExecRecon on their own search builds a verified fact bank: what they have actually done, with the evidence for it, and a plain record of where the evidence is not there. Some of them choose to be visible to employers. When they do, that fact bank is what we match your role against — not a keyword scan of a self-written profile.
Beyond our own list, the same engine reads the public boards where leaders say they are open to work. Anyone it finds that way is approached by us first, told which role it is, and only reaches your list once they have said yes. You never receive a name that has not agreed to be on it.
What arrives is the requirement profile we built from your description, the people who meet it, and for each of them the evidence we read and the gaps we found. Where a candidate is close but not there, it says so. Where nobody on the list meets a stated minimum, it says that too, rather than padding the list.
What you send, and what comes back.
The exchange is deliberately small. It has to be readable by the person who owns the hire, not a recruiting team.
- You send the job description
- The posting as written, or the draft before it is written. Level, location, work authorization and any hard minimum, stated plainly, save everyone an interview that was never going to work.
- We return the requirement profile
- What the role states as a minimum, what it asks for that recurs across roles like it, and the unusual asks. You confirm it before anyone is matched, so the list is built against the role you mean.
- You receive the list
- Each person who has opted in and meets the profile, with the evidence read against every requirement, the gaps stated, and how to reach them. A short list. If it is empty, you are told why.
- You make the call
- We do not run the interview, negotiate, or place. The introduction is the product. What happens after it is between you and the candidate.
This offer is not yet open. Nothing on this page asserts a fill rate, a time to hire, or a list size, because there is no list yet to count.
Approved ExecRecon imagery. Nothing here was photographed or generated for this site.
The rules this side of the table keeps.
The same discipline that makes a candidate's resume trustworthy is what makes a list worth reading.
- No name without consent
- People on our own list appear only if they turned employer visibility on. People found on public boards appear only after they have been told about the role and said yes.
- Nothing added or implied
- A candidate's evidence is what they can back in an interview. Where it does not cover a requirement, the list says gap. It never rounds up.
- Minimums before matching
- Work authorization, location, licence, years. A stated minimum that is not met removes a person from the list before their strengths are weighed, because it would remove them from your process anyway.
- Only what the role asks
- The profile is built from your description and nothing else. Nobody is ranked on anything a job description does not ask for.
Candidates can see that they are visible, change it, or leave the list at any time. What we hold about anyone is set out on the Privacy page.
Be on the list when the list opens.
This is the last of our offers to go live. Leave an email, say what you tend to hire for, and you will hear from us once, the day it opens.