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    Talent Authority Partners
    Executive Search
    Our processEvery step, from agreement to hireCandidate websitesA private website on every candidateStartup searchesLeadership hires for foundersTAP vs. Korn FerryHow a boutique search compares
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    Technology and AIEnergy, Oil and GasManufacturing and IndustrialAerospace, Defense and GovernmentHealthcare and Life SciencesHospitality, Travel and LuxuryConstruction and Real EstateAll Industries and Roles
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    Who We Are

    The Firm

    OverviewWho we are, at a glanceOur StoryThree generations of recruitingOur TeamA senior bench, led by our founderWhere We've RecruitedOrganizations and regions

    Insights

    ArticlesGuides on leadership hiringMarket PulseUpdates on the hiring marketFAQFees, timing and process
    For Job Seekers
    Talk With TAPStart a Search
    1. Where we look
    2. How it runs
    3. Candidate websites
    4. Your steps
    5. Fee calculator
    6. Pricing
    7. Engagement fee
    8. Founder & team
    9. FAQ
    Abstract AI network lattice representing data-driven executive search
    Executive & Leadership Recruiting

    Hire the leaders your business needs next.

    Welcome to Talent Authority Partners
    Tap for sound
    Welcome to Talent Authority Partners
    Tap for sound

    Leadership and executive search for companies hiring managers through the C-suite. Every candidate is interviewed in depth and presented on a private website built for your decision, at a 25% fee, not the one-third global search firms typically charge.

    A clear process, clear fees and a written agreement before any work begins.

    Start a Search

    No payment required to get set up.

    Book a Call First

    Managers · Directors · Vice Presidents · C-suite

    Looking for your next role? Career Advisory is built for job seekers →

    Welcome to Talent Authority Partners
    Tap for sound

    Our placements include organizations like

    The White House · NASA · Google · Boeing · Lockheed Martin · Big 4 firms · Fortune 100 companies · DoD programs · Manufacturing · Oil and gas · Startups

    Every search starts here

    We look where other firms stop looking.

    Beyond the job boards

    We map who's actually doing this job today, at your competitors and beyond, not just who's applying.

    Beyond the inbox

    When email and LinkedIn go unanswered, we write handwritten letters, and when it matters, we show up in person.

    Beyond the résumé

    One-to-two-hour interviews uncover what a résumé never shows: judgment, motivation and fit.

    Then we bring you two candidates you'll struggle to choose between.

    Included in every search.

    How every search runs

    The depth you'd expect from a global search firm. Delivered personally.

    Every step below happens on every search, so the only thing you need to decide is whether the candidate is the right fit.

    Our goal: your hire from the first two candidates we present, and a tough choice between them.

    1. 01

      Intake that goes deeper than a job description

      No two companies, teams or goals are alike. Our intake covers the outcomes this hire must deliver, your 30-60-90-day and first-year milestones if you have them, what's truly required versus nice to have, and the team they'll join, including its history, the good and the bad. That lets us speak to candidates as an extension of your leadership: building real excitement, qualifying for skills and culture fit, and doing due diligence on your behalf. Candidates know exactly what they're walking into, so your hire is set up to succeed and stay. Where we've run similar searches, we'll share what we learned. Every search is built from scratch, so you never get leftover candidates from someone else's.

      You get: a search partner who represents your company to candidates like one of your own leaders.

    2. 02

      Outreach that reaches the people others can't

      As soon as your engagement fee is received, our outreach campaign begins. We go directly after your ideal profile, including people who aren't looking, through direct digital outreach, handwritten letters, and in-person approaches when someone can't be reached any other way. When the easy channels run dry, we keep going.

      You get: the right people hearing about your role, not just whoever applied.

    3. 03

      Interviews that go deep

      We interview every candidate for one to two hours, covering their experience, results, motivations and how they'd approach your role. Only candidates who clear our bar are presented to you. Hired or not, every candidate should walk away thinking more of your company.

      You get: only candidates we would stand behind.

    4. 04

      A private website for every candidate we present

      Instead of a résumé and a guess, you get a private web page built on each candidate: a short video of them discussing their background, our assessment against each requirement with the reasoning behind every rating, the practical details, and why we recommend them. Their résumé and LinkedIn are linked, and we also email the résumé.

      You get: more signal on every candidate before you spend a minute interviewing them.

    5. 05

      We keep going until you've hired

      Approved candidates move into your interview process while we keep sourcing, right up until you tell us you've chosen your hire. Along the way, we share real-time market feedback on compensation, candidate response and approach whenever it helps you decide.

      You get: a search that never stalls, and market insight when it matters.

    Inside every candidate website

    Most firms send a résumé. We send a website.

    A private website on each candidate we present, shared only with your hiring team.

    Private candidate site

    Candidate A · VP of Operations

    Recommended: Advance
    Sample video preview of a fictional candidateSample

    Video preview: background and experience

    • Multi-site operations leadershipExceeds

      Led a multi-site operation through a regional expansion.

    • P&L ownershipMeets

      Owned a division budget and reported results to the CEO.

    • Scaling a team through growthExceeds

      Built the operations team from a small core to a full leadership layer.

    Availability
    30 days
    Location
    Open to relocation
    Relocation
    Not a factor
    Compensation target
    Within your range
    Status
    Employed, seeking a larger scope
    Background check and drug screen
    Ready to complete both
    RésuméLinkedIn

    Why we recommend

    Has already delivered the kind of multi-site growth your first-year plan calls for, and wants the larger scope this role offers.

    Sample for illustration. Not a real candidate; the person in the video is AI-generated.
    • A short video of the candidate discussing their background and experience
    • A rating against each requirement of the role, with the reasoning behind every rating
    • Their motivations, and how they relate to this role
    • How soon they could start
    • Location, openness to relocation, and the relocation cost if it's a factor
    • Their compensation target range
    • Current employment status and reasons for looking
    • Readiness to complete a background check and drug screen, in the candidate's own words
    • Links to their résumé and LinkedIn, with the résumé also sent by email
    • Why we recommend advancing them
    Start a Search See how every search runs

    See everything on a candidate website →

    Private candidate site

    Candidate A · VP of Operations

    Recommended: Advance
    Sample video preview of a fictional candidateSample

    Video preview: background and experience

    • Multi-site operations leadershipExceeds

      Led a multi-site operation through a regional expansion.

    • P&L ownershipMeets

      Owned a division budget and reported results to the CEO.

    • Scaling a team through growthExceeds

      Built the operations team from a small core to a full leadership layer.

    Availability
    30 days
    Location
    Open to relocation
    Relocation
    Not a factor
    Compensation target
    Within your range
    Status
    Employed, seeking a larger scope
    Background check and drug screen
    Ready to complete both
    RésuméLinkedIn

    Why we recommend

    Has already delivered the kind of multi-site growth your first-year plan calls for, and wants the larger scope this role offers.

    Sample for illustration. Not a real candidate; the person in the video is AI-generated.

    Your steps, from agreement to hire

    1. 1

      Agreement

      Complete your company information, review the agreement and sign. No payment is due at this stage.

    2. 2

      Intake call

      Meet with TAP by video to discuss your hiring needs, ask questions and explore the appropriate search package.

    3. 3

      Engagement

      If you decide to proceed, approve the search package and fees, then pay the engagement invoice.

    4. 4

      Recruiting begins

      Once TAP receives the engagement payment, our outreach campaign starts and we begin interviewing candidates.

    5. 5

      Interviewing

      Interview the candidates we present and share your feedback. We keep sourcing until you tell us you've made your hire.

    6. 6

      Hire

      Select your candidate and coordinate the offer and start date with TAP.

    No payment is due simply for signing.

    Prefer to meet before signing anything?

    We're glad to. Many clients like to talk through the role, our process and the agreement first. Book a call or ask us anything in the chat. There's no obligation to sign.

    Book a Call First

    Leadership search pricing

    Every search starts with a written agreement. Here's how our packages work.

    Package

    Executive Search

    Generally for roles with senior organizational authority.

    Engagement fee
    $6,000, credited toward the placement fee
    Placement fee
    25% of total first-year compensation, less the paid credit
    Invoice terms
    Invoiced on the candidate's start date. Due within 30 calendar days of the start date.
    Guarantee
    90-day replacement candidate guarantee, from the candidate's start date

    Package

    Specialized Search

    Generally for scarce talent, difficult requirements or searches needing substantial research.

    Engagement fee
    $6,000, credited toward the placement fee
    Placement fee
    25% of total first-year compensation, less the paid credit
    Invoice terms
    Invoiced on the candidate's start date. Due within 30 calendar days of the start date.
    Guarantee
    60-day replacement candidate guarantee, from the candidate's start date

    Package

    Professional Search

    Generally for professional, managerial and individual-contributor searches with a more conventional process.

    Engagement fee
    $3,000, credited toward the placement fee
    Placement fee
    25% of total first-year compensation, less the paid credit
    Invoice terms
    Invoiced on the candidate's start date. Due within 30 calendar days of the start date.
    Guarantee
    60-day replacement candidate guarantee, from the candidate's start date

    Package

    Select Search

    Generally for positions whose reasonably estimated total first-year compensation range tops out below $100,000.

    Engagement fee
    $3,000 additional fee, not credited
    Placement fee
    Full 25% of total first-year compensation
    Invoice terms
    Invoiced on the candidate's start date. Due within 15 calendar days of the start date.
    Guarantee
    30-day replacement candidate guarantee, from the candidate's start date
    PackageEngagement feePlacement feeInvoice termsGuarantee
    Executive Search
    Generally for roles with senior organizational authority.
    $6,000, credited toward the placement fee25% of total first-year compensation, less the paid creditInvoiced on the candidate's start date. Due within 30 calendar days of the start date.90-day replacement candidate guarantee, from the candidate's start date
    Specialized Search
    Generally for scarce talent, difficult requirements or searches needing substantial research.
    $6,000, credited toward the placement fee25% of total first-year compensation, less the paid creditInvoiced on the candidate's start date. Due within 30 calendar days of the start date.60-day replacement candidate guarantee, from the candidate's start date
    Professional Search
    Generally for professional, managerial and individual-contributor searches with a more conventional process.
    $3,000, credited toward the placement fee25% of total first-year compensation, less the paid creditInvoiced on the candidate's start date. Due within 30 calendar days of the start date.60-day replacement candidate guarantee, from the candidate's start date
    Select Search
    Generally for positions whose reasonably estimated total first-year compensation range tops out below $100,000.
    $3,000 additional fee, not creditedFull 25% of total first-year compensationInvoiced on the candidate's start date. Due within 15 calendar days of the start date.30-day replacement candidate guarantee, from the candidate's start date

    TAP proposes the right package once it understands the role; the client accepts before the engagement fee is invoiced and sourcing begins. This table is a public summary, not a replacement for the agreement. Engagement fees become non-refundable when received. The placement fee is invoiced on the candidate's start date and is due within the number of calendar days shown for the package, using the compensation basis defined in the agreement. Replacement Candidate Guarantees are conditional and governed by the signed agreement.

    Last reviewed September 2026

    Read the full 2026 fee guide →

    Why there's an engagement fee

    Recruiters paid only when you hire tend to spread their time across dozens of searches and race to send resumes. An engaged search works differently.

    It reserves our capacity.

    We take on a limited number of searches at a time. The engagement fee holds your place and puts your search on our active list.

    It funds the work before the first candidate.

    Role calibration, market research and direct outreach to people who aren't applying all start the day you engage us.

    It means both sides are committed.

    You get a dedicated search run to a disciplined process, not a resume race.

    It counts toward your fee.

    On Executive, Specialized and Professional Search, the engagement fee is credited toward the placement fee, so when you hire it isn't an extra cost. Select Search is the one exception: its fee is added on.

    Because it pays for work that starts right away, the engagement fee is non-refundable once received. The signed agreement governs all terms.

    The Founder

    Founder-led, on every search.

    17 years in recruiting · Former Lead Executive Technical Recruiter at Google · Named by LinkedIn in 2021 as one of the top 10 recruiters worldwide for candidate outreach response rates

    Read his LinkedIn recommendations

    Jonathan founded Talent Authority Partners to bring a direct, hands-on approach to leadership hiring. Every engagement gets his involvement, not a handoff to a junior team.

    Meet the founder

    Relevant across industries

    TAP has supported hiring for companies in technology and AI, manufacturing, construction, logistics, and professional services, among others. These are examples of relevant experience, not restrictions on who we work with.

    • Cross-industry leadership hiring, not a single-vertical focus
    • AI fluency used for research and organization; recruiters own the conversations
    • Startups and established organizations alike

    Frequently asked questions

    Every search uses one of four packages: Executive, Specialized, Professional or Select Search. TAP proposes the package once it understands the search, and you decide whether to accept. The accepted package sets a non-refundable engagement fee, paid before sourcing begins, and a 25% placement fee based on total first-year compensation, invoiced on the candidate's start date and due within the number of calendar days shown for the package. Executive, Specialized and Professional engagement fees are credited toward the placement fee. The Select Search fee is an additional charge. Compare fees with our calculator.

    The placement fee is invoiced on the candidate's start date. It is due within 30 calendar days of the start date for Executive, Specialized and Professional Search and within 15 calendar days for Select Search. The engagement fee is invoiced after you accept TAP's proposed package and is paid before sourcing begins. Your signed agreement controls the terms.

    Each package includes a conditional Replacement Candidate Guarantee measured from the candidate's start date: 90 days for Executive Search, 60 days for Specialized and Professional Search, and 30 days for Select Search. It is a one-replacement remedy subject to Section 4 of the agreement, not a cash refund.

    TAP uses an engagement-plus-placement-fee model. See the package comparison above for the fee, credit, and guarantee terms for each package. The signed agreement governs the details.

    Most leadership searches take 4 to 10 weeks from kickoff to accepted offer, depending on the role, the market and how quickly interviews move.

    Management, directors, vice presidents, senior leaders, and C-suite executives across functions including operations, finance, sales, HR, technology, engineering, and general management.

    Yes. TAP works with companies across industries and stages considering outside recruiting support for an important leadership hire.

    A private website on each candidate we present, with a short video of them discussing their background, a rating against each requirement with the reasoning behind it, their motivations, availability, location and relocation, compensation target, employment status and reasons for looking, readiness to complete a background check and drug screen, links to their résumé and LinkedIn, and why we recommend them. We also email the résumé.

    Direct digital outreach, handwritten letters, and in-person approaches when someone can't be reached any other way.

    Typically one to two hours, before you ever meet them.

    Your hire from the first two candidates we present, and a tough choice between them.

    Yes. Many clients use TAP for searches that are too senior, too niche or too time-sensitive for their internal team to run alone, while TAP coordinates directly with hiring managers and internal recruiters throughout.

    Yes. If you have several leadership roles open, tell us on your intake call and we'll recommend the best way to structure the work.
    See all FAQs

    Tell us who you need to hire next.

    A straight conversation about the role and whether TAP is the right fit to run it.

    Start a Search Book a Call First

    No payment is due simply for signing.

    Talent Authority Partners

    Talent Authority Partners helps companies across industries hire managers, senior leaders and C-suite executives through founder-led leadership and executive search.

    (346) 795-1132contact@talentauthoritypartners.com

    For Employers

    • Start a Search
    • Executive Search
    • Pricing
    • Fee Guide & Calculator
    • Candidate Websites
    • TAP vs. Korn Ferry

    For Job Seekers

    • Career Advisory
    • Career Packages
    • Independence Policy
    • Free Talent Network

    Industries

    • Technology and AI
    • Energy, Oil and Gas
    • Manufacturing and Industrial
    • Aerospace, Defense and Government
    • Healthcare and Life Sciences
    • Hospitality, Travel and Luxury
    • Construction and Real Estate

    Company

    • Who We Are
    • Insights
    • Market Pulse
    • FAQ
    • Contact

    © 2026 Talent Authority Partners, LLC. A Texas limited liability company.

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    Search fee calculator

    Global-firm depth. Without the global-firm fee.

    Move the slider to the role's first-year compensation and see what you save.

    Starting points only. Adjust to your role.

    $250,000

    $

    Up to $2,000,000

    Leadership hires this year
    1
    $100,000$750,000+

    You save $20,833 or more. Typical global search firm $83,333 and up, plus expenses. Talent Authority Partners 25% of first-year compensation, $62,500.

    You save with TAP

    $20,833or more

    Compared with a typical global search firm, before their expense charge.

    Same goal: the right leader, hired.


    Typical global search firm

    $83,333and up

    Search retainer: one-third of first-year cash pay$83,333
    Indirect expense charge: a percentage of the fee, on top+ added

    That's 4 months of your new leader's first-year pay, before expenses.

    Based on the fee terms Korn Ferry describes in its SEC filings.

    SAVE $20,833+Your fee with TAP

    25%of first-year
    compensation

    That's $62,500 for this role.


    Everything included
    • Every candidate interviewed in depth before you meet them
    • A private website on every candidate we present
    • A replacement guarantee on every search
    • Placement fee invoiced on your new leader's start date

    On Executive, Specialized and Professional Search, your engagement fee is credited toward the placement fee.

    Start a Search Talk With TAP

    Assumes a package paid in cash. Fee bases differ (cash compensation versus total compensation), so compare exact totals using written proposals. Estimates only; the signed agreement governs all fees.

    TAP's executive search fee is 25% of first-year compensation. Korn Ferry reports its search fees are generally one-third of first-year cash compensation, plus an expense charge. On a $250,000 package paid in cash, that's $62,500 with TAP versus $83,333 before expenses.

    Quick reference

    • $150,000 role · Global firm $50,000 · TAP $37,500 · You save $12,500
    • $250,000 role · Global firm $83,333 · TAP $62,500 · You save $20,833
    • $400,000 role · Global firm $133,333 · TAP $100,000 · You save $33,333
    • $600,000 role · Global firm $200,000 · TAP $150,000 · You save $50,000
    CompensationTypical global firm (before expenses)TAPYou save
    $150,000$50,000$37,500$12,500
    $250,000$83,333$62,500$20,833
    $400,000$133,333$100,000$33,333
    $600,000$200,000$150,000$50,000