BOOK A CALL
BOOK A CALL

FAQ

Get to know us, from how we work and why it works to what matters  when the stakes are high.

O
u
r
M
e
t
h
o
d
o
l
o
g
y

Who is Susan Pike and what makes her approach to executive search different?
Susan Pike brings over 20 years of global talent leadership experience, having directly built and managed teams of up to 3,000 professionals. She scaled Google operations across 35+ countries, essentially building the Southern Europe, Middle East, and Africa region from scratch, and has led talent strategy at VEON, OLX (Naspers), and Jellysmack. Unlike traditional recruiters who observe industries from the outside, Susan has built and led technology organizations herself, giving her insider understanding of what truly makes executives successful. This operational background, combined with multilingual capabilities enables her to identify and assess transformational leaders others miss.
What makes Susan Pike & Partners different from other executive search firms?
Unlike traditional executive search firms, we take a data-driven, structured approach rather than relying on gut feeling or broad-brush methodologies. Our cross-cultural expertise and global perspective allow us to find exceptional executives anywhere in the world. Unlike large firms where senior partners pitch but junior consultants execute searches, you work directly with Susan or other senior consultants throughout the entire process. Simply put, we bring insider expertise derived from building technology organizations, not just observing them.
How do you differ from other boutique executive search firms?
Most boutique firms are founded by former search consultants with recruitment backgrounds. Susan Pike & Partners was established by an actual technology executive who has built and led global organizations. Our methodology comes from firsthand leadership experience, not theoretical frameworks or observation. We understand the nuances of digital transformation leadership because we've driven it ourselves.
What makes your assessment methodology more effective than traditional approaches?
Our proprietary methodology was developed from actually building and scaling technology organizations. We begin with a deep understanding of your specific business challenges, develop tailored capability frameworks that go beyond generic competencies, and use behavioral interviews conducted by industry veterans to predict how candidates will perform in your unique environment. This approach addresses the fundamental flaws in traditional hiring that lead to the 50% failure rate.
How does your executive search process work?
1. Context & Preparation

We conduct in-depth conversations with executives and hiring managers to thoroughly understand the role, team dynamics, current business challenges, and company culture

We develop a detailed job description that serves as compelling brand material

Based on the job description and business needs, we create a customized list of required competencies

We design a structured interview plan with assessment rubrics for each interviewer
2. Headhunting & Assessment

We develop a customized search strategy

We conduct targeted outreach to passive candidates, accessing talent pools invisible to traditional firms

Susan or a senior consultant personally conduct detailed behavioral interviews with each potential candidate

Every shortlisted candidate undergoes domain-specific assessment by industry veterans

We provide comprehensive assessment data mapped to your specific capability requirements

3. Integration & Success Measurement

We provide detailed onboarding frameworks and 30/60/90-day plans tailored to your organization

We facilitate knowledge transfer and stakeholder integration for smooth leadership transitions

We establish clear metrics for evaluating leadership effectiveness at 3, 6, and 12 months

We conduct structured follow-ups to monitor integration progress and address challenges

We remain available as advisors throughout the critical first year
How do you evaluate candidates differently than other firms?
We go beyond credentials and interview performance to evaluate specific leadership capabilities through:

Behavioral interviews designed to predict future performance based on proven past achievements and motivation to do the work

Assessment by industry veterans who have held similar executive roles

Business case scenarios tailored to your specific strategic challenges

Structured evaluation frameworks that minimize subjective bias

This data-driven recruitment approach with cultural fit evaluation ensures we match leaders who will thrive in your specific organizational context.
What is predictive hiring and how do you use it?
Predictive hiring is a data-driven recruitment approach that uses analytics and structured assessment to forecast a candidate's potential success in a specific role and organization. We combine competency evaluations, cultural fit assessments, and strategic alignment analysis to minimize hiring risks and maximize leadership impact. This approach significantly reduces the 50% failure rate that traditional executive hiring processes experience.
What guarantee do you offer clients?
We offer a 12-month guarantee period for all executive placements, reflecting our confidence in our assessment methodology. We provide structured 30/60/90-day check-ins following placement, and if an executive departure occurs within the guarantee period, we commit to conducting a replacement search at no additional fee.

O
u
r
S
e
r
v
i
c
e
s

I
n
d
u
s
t
r
i
e
s
&
S
p
e
c
i
a
l
i
z
a
t
i
o
n
s

What executive search services does Susan Pike & Partners offer?
We provide a comprehensive range of leadership solutions including:
Executive search for C-suite and senior leadership roles

Succession planning for leadership continuity

Board director and chair search for enhanced governance

Talent acquisition advisory to optimize your hiring strategy
What is retained search and how does it work at Susan Pike & Partners?
Retained search is a premium executive recruitment model where clients engage our firm exclusively to fill critical leadership positions. Unlike contingency recruitment, retained search involves a deeper partnership where we dedicate significant resources to your search from day one.
What types of executive roles do you specialize in?
We specialize in C-suite and senior leadership roles for technology-driven companies or established, growth-minded enterprises, with particular expertise in digital transformation leadership, product, technology, and go-to-market leadership. Known for standing up to the challenge, we excel in finding leaders for positions that require a rare combination of skills, experience, and cultural fit—what the industry sometimes calls "purple squirrels."
What is predictive hiring?
Predictive hiring is a data-driven recruitment approach that uses analytics and structured assessment to forecast a candidate's potential success in a specific role and organization. We combine competency evaluations, cultural fit assessments, and strategic alignment analysis to minimize hiring risks and maximize leadership impact. This approach significantly reduces the 50% failure rate that traditional executive hiring processes experience.

L
e
a
d
e
r
s
h
i
p
C
h
a
l
l
e
n
g
e
s
&
S
o
l
u
t
i
o
n
s

What industries do you specialize in?
We serve multiple sectors through our multi-industry executive search approach:
Digital & Technology Innovators (AI, SaaS, and digital-first business leadership)
Classifieds, Media & Entertainment
VC & Private Equity Portfolios
Traditional Industries in Transformation
How do you approach tech executive search?
Our tech executive search practice spans the full spectrum of company stages—from early-stage startups to large-scale enterprises. We understand that the right technology leader looks different depending on your growth phase, product maturity, and team structure. Whether you're hiring a CTO to build from scratch, a CPO to scale a product at speed, or a CIO to lead transformation at global scale, we focus on finding leaders who match your context. Our approach is grounded in real operator insight.
What makes your SaaS executive recruitment different?
Our SaaS executive recruitment process focuses on finding leaders who understand subscription economics, product-led growth, and the unique challenges of scaling software businesses. We look beyond traditional metrics to identify executives who can drive user adoption, reduce churn, and scale efficiently—skills that are essential in SaaS environments but often overlooked in traditional searches.
How do you support venture-backed startup leadership needs?
Our venture-backed startup leadership searches focus on finding executives who thrive in high-velocity, resource-constrained environments. We understand the unique demands of VC-backed companies and identify leaders who can execute quickly, adapt to changing market conditions, and scale operations efficiently while maintaining alignment with investor expectations.
What is your experience with high-growth startup recruitment?
We specialize in recruitment for scale-ups and high-growth environments where leadership needs evolve rapidly. Our approach identifies executives who can navigate the transition from early-stage to scaled operations, implement appropriate systems and processes, and maintain the company's innovative edge and cultural values through periods of rapid expansion.
How do you work with private equity portfolio companies?
Our private equity recruitment practice understands the unique timelines and performance expectations in PE-backed organizations. We identify executives with track records of delivering operational improvements, revenue growth, and successful exits—the high-impact leadership that PE firms expect from their portfolio companies.
How do you support traditional businesses embracing transformation?
Our executive recruitment for traditional businesses in transformation focuses on identifying leaders who bridge established industry knowledge with forward-thinking capabilities. We find executives who respect the foundations of your business while introducing digital fluency, agile methodologies, and customer-centric innovation. These leaders excel at navigating organizational change, reskilling teams, and modernizing operations without disrupting core revenue streams—balancing the stability of proven business models with the agility needed for future growth. We understand the unique challenges of transforming established enterprises and identify executives who can preserve valuable heritage while championing necessary evolution.
Why is hiring the right executive so critical?
Hiring the wrong leader isn't just a bad hire—it costs organizations millions in direct expenses and severance. Beyond these immediate costs, a mis-hire results in lost strategy, stalled growth, and wasted opportunity. The right executive, however, can drive transformational change, accelerate growth, and position companies for long-term success.
How does Susan Pike & Partners approach succession planning?
Our succession planning services focus on identifying and assessing potential future leaders who align with your strategic direction. We create leadership pipeline development strategies that ensure continuity during transitions while positioning your organization for future growth and innovation through governance enhancement and strategic leadership development.
What is your approach to board director search?
We strengthen governance through carefully curated board searches that build diverse, high-performing boards. Our board director search process focuses not just on checking compliance boxes but on finding directors who drive strategic governance, enhance decision-making, and bring valuable industry veteran perspective to your organization.
How do you support venture-backed startup leadership needs?
Diversity in leadership is essential for innovation and organizational success. We actively expand candidate pools to include qualified leaders from diverse backgrounds, ensuring our search process overcomes unconscious biases and delivers candidates who bring varied perspectives and experiences to your leadership team.

W
o
r
k
i
n
g
W
i
t
h
U
s

What is the executive search process like with Susan Pike & Partners?
Our executive hiring process begins with a deep understanding of your organization, its culture, and strategic goals. We then conduct a comprehensive market analysis, identify and assess potential candidates using our structured methodology, present a curated shortlist, support the interview process, and facilitate executive onboarding to ensure a smooth transition.
What support do you provide during candidate onboarding?
We don't consider our job complete when an offer is accepted. Our CEO onboarding and executive team alignment services ensure new leaders integrate successfully into your organization. We provide structured 30/60/90-day plans, feedback mechanisms, and ongoing support to maximize the new leader's impact during the critical first months.
How do you measure the success of your executive placements?
We track several metrics to ensure our executive search delivers value, including time-to-hire, candidate quality, retention rates, and business impact. Most importantly, we maintain ongoing relationships with both clients and placed executives to ensure long-term alignment and success.

C
o
m
m
o
n
C
o
n
c
e
r
n
s

We've been burned by other search firms promising "purple squirrels" but delivering average talent. Why would Susan Pike & Partners be different?
We understand your skepticism based on disappointing experiences. Unlike firms that observe technology industries from the outside, Susan has built and led tech organizations herself, giving her unique insight into what truly differentiates exceptional leaders. Our structured assessment methodology was developed from this firsthand experience, not theoretical frameworks, allowing us to identify transformational talent others miss. And because we're confident in our approach, we offer an industry-leading 12-month guarantee.
We have a long-standing relationship with a global search firm. Why should we consider Susan Pike & Partners?
We respect existing relationships and often work alongside established partners for specific roles where our expertise adds distinct value. Consider this: if your current approach consistently delivers exceptional executive talent, there's no need to change. But if you're experiencing the industry-standard 50% failure rate in leadership hires, our specialized methodology offers a complementary approach that addresses the fundamental flaws in traditional executive search.
Our board expects us to work with recognized executive search brands. How do we justify engaging a boutique firm?
We provide comprehensive briefing materials highlighting Susan's executive background at Google and other global tech organizations, Stanford Business School credentials, and our methodology's specific advantages over traditional approaches. Most importantly, we deliver results that speak for themselves. Boards ultimately care about leadership quality and business outcomes, not search firm brands.
How can a boutique firm possibly have the global reach and resources we need?
Susan's experience spans 50+ countries across five continents, with multilingual capabilities that enable access to talent pools beyond the reach of many larger firms. Our focused approach means your search receives Susan's direct attention rather than being delegated to junior consultants spread across multiple clients. For clients requiring concurrent searches, we maintain strict capacity limits and engage trusted senior partners when needed.
We've tried multiple search firms without success. What makes you think you can find talent that others couldn't?
The challenge often isn't that exceptional talent doesn't exist - it's that traditional search approaches fail to identify it. Susan's background actually building technology organizations provides an insider understanding of the capabilities that drive success. Our methodology evaluates leadership potential beyond conventional credentials, uncovering transformational talent invisible to traditional assessment approaches. We've consistently identified exceptional executives overlooked by other firms because we know what to look for.

L
e
a
d
e
r
s
h
i
p
I
n
n
o
v
a
t
i
o
n
a
n
d
D
e
v
e
l
o
p
m
e
n
t

How do you stay current with leadership innovation strategies?
We continuously research emerging leadership practices, organizational models, and talent trends. Our leadership innovation strategies incorporate insights from successful transformations across industries, ensuring our clients benefit from both proven approaches and cutting-edge thinking in executive leadership.

F
o
r
E
x
e
c
u
t
i
v
e
C
a
n
d
i
d
a
t
e
s

How can executives work with Susan Pike & Partners?
We build deep relationships with exceptional leaders across industries. If you're considering executive career transitions or seeking board opportunities, we welcome you to share your profile and career aspirations. While we represent our client organizations in searches, we value maintaining relationships with transformative leaders who may be right for future opportunities.
What makes a candidate stand out in your assessment process?
Beyond impressive resumes, we look for leaders who demonstrate strategic thinking, a track record of execution, cultural adaptability, and the ability to inspire teams. We assess candidates holistically, considering both technical competencies and leadership behaviors that predict success in specific organizational contexts.
Do you provide feedback to candidates who aren't selected?
Yes, we believe in maintaining respectful, transparent relationships with all candidates. While the depth of feedback may vary based on assessment stage and client preferences, we strive to provide constructive insights whenever possible to support leadership development and future career transitions.
How does Susan Pike & Partners approach executive candidate confidentiality?
We understand the sensitivity of executive job searches and maintain strict confidentiality throughout our process. We never share candidate information without explicit permission, and we structure our outreach and interview processes to protect candidate privacy at every stage.

Didn’t Find the Answer? Ask us Questions

Book a call with Susan directly

CONTACT US