Finding your Head of AI is the most consequential hire you will make this year. It requires more than a search. It requires judgment.
Executive Search is built for one specific situation: you need a senior AI leader — Head of AI, VP of AI, Chief AI Officer, or AI Practice Leader — and this hire needs to be done with full discretion, deep market intelligence, and a recruiter who understands both technology and leadership. We run retained searches the right way: structured calibration, confidential outreach to passive leaders, and human judgment at every step.
This search is for you if:
- You are hiring a Head of AI, VP of AI, Chief AI Officer, AI Practice Leader, AI Transformation Leader, or Head of Data & AI
- The hire is confidential — your current leadership may not know the search is open
- You need someone who has actually led AI teams, not just worked in AI
- You've been burned by a generalist executive search firm that didn't understand the market
- Speed matters — but not at the cost of getting it wrong
If you're not sure whether Executive Search is the right model for your situation, tell us the role. We'll be straight with you about whether it fits.
Executive Search — NativeTalent AI vs traditional search firms
| Traditional executive search firm | NativeTalent AI Executive Search | |
|---|---|---|
| AI role expertise | General technology practice | Specialists in AI roles only |
| Market map | Industry databases | Active AI leadership network + AI-native mapping |
| Calibration depth | Standard intake call | 7-dimension leadership calibration before outreach |
| Confidentiality | Standard | Guaranteed — discreet outreach to passive leaders only |
| Fee | 30–35% retained | 30% retained |
| Candidate assessment | CV + reference check | Leadership fit assessment + AI mandate alignment |
| Search visibility | Quarterly updates | Structured weekly reporting |
| Replacement guarantee | Varies | 90 days — no additional fee |
How an Executive Search works
Confidential conversation — 30 minutes
We start with a private call. No forms, no JD submission. You tell us the mandate. We tell you whether we're the right firm for it.
Level 2 Executive Search Calibration
Before any outreach, we run a 7-dimension calibration: leadership mandate, executive fit profile, market map, compensation benchmarking, authority and scope, board or founder alignment, and confidential outreach strategy.
Market mapping
We identify where the talent sits — active and passive leaders — and assess who is realistically reachable and interested given your mandate, compensation, and stage.
Confidential outreach to passive leaders
We approach senior AI leaders discreetly. Our outreach is personal, specific, and positioned around the opportunity — not a generic recruiter message.
Leadership assessment
Every candidate is assessed on leadership mandate alignment, executive presence, stakeholder management, and the specific AI outcomes your organization needs.
Structured shortlist with full assessment
You receive a shortlist of 3–5 candidates with full leadership assessments, not just CVs. Each profile includes why they fit, where the risks are, and what to validate in your process.
Process management through to close
We manage candidate communication, feedback loops, offer negotiation, and closing. Senior leaders are sensitive to process quality — a poor experience at this stage loses the hire.
Before we reach out to a single candidate
Most executive searches fail because the mandate wasn't fully defined before outreach began. We run a structured 7-dimension calibration for every leadership search.
Leadership mandate
The specific outcomes and organizational change this leader must drive in the first 12 months.
Executive fit
Leadership style, gravitas, stakeholder dynamics, and how they'll operate within your structure.
Market map
Where the talent sits, who is realistically reachable, and what the competitive landscape looks like for this hire.
Compensation
Total package, equity, and market benchmarking for AI leadership at your stage.
Authority and scope
Decision rights, budget ownership, team size, and reporting structure.
Board and founder alignment
Consensus among all key decision-makers before outreach begins.
Confidential outreach strategy
How we approach passive leaders, what we say, and how we protect your confidentiality throughout.
Tell us about the mandate.
Share a few details and we'll reach out within 4 business hours. No pitch decks, no sales calls — just a straight conversation about whether we're the right firm for your search.
Prefer to book directly? Schedule a confidential call or email search@nativetalent.ai
Executive Search — common questions
How is confidentiality maintained?
We do not post your role publicly. We do not approach candidates through job boards. All outreach is direct, personal, and positioned without revealing your company name until you are ready. We align on confidentiality protocols before any outreach begins.
What does 30% retained mean?
The 30% retained fee is calculated on the placed leader's first-year total cash compensation (base + target bonus). It is typically paid in three installments: on search initiation, on shortlist delivery, and on acceptance of offer. Exact terms are agreed in the search agreement.
How long does an executive search take?
Most AI leadership searches run 8–14 weeks from calibration to accepted offer. The timeline depends on mandate clarity, market availability, your interview process speed, and compensation alignment. We will give you a realistic timeline estimate after the calibration.
What if the hire doesn't work out?
Every Executive Search includes a 90-day replacement guarantee. If the placed leader departs or is let go for performance reasons within 90 days of their start date, we initiate a replacement search at no additional retained fee.
Do you work with PE or VC-backed companies?
Yes. We work with technology companies at Series A through growth stage and with enterprise organizations building or scaling AI practices. If your situation is unusual, the best first step is a conversation.