WE BELIEVE you should hire someone who shares your goals and vision, not someone who just has the right resume.
WE BELIEVE the people you hire should be running to you, not away from something (or someone) else.
WE BELIEVE finding the right candidate requires understanding your business and challenges, not just a database.
Lundwall Group helps companies hire executives across multiple disciplines including Finance, Sales, Marketing, Product, Operations, Human Resources and General Management. We use our business expertise, relationships and extensive resources to find the best people to join and grow your business.
The Partners at Lundwall Group have hired and managed their own teams in large organizations as well as start-ups. This expertise brings a line manager’s perspective to our research, vetting and recommendations.
Our 120+ combined years of business experience and executive recruiting has built a network that provides us access to today’s top talent.
We work on a limited number of searches per year and assign at least two partners to every search, diving wide and deep into candidate pools.
days average search time
from contract to offer
of people still in role
of searches are
director level or above
of clients were referred to us
I spoke to other search firms in the space and was frustrated by their lack of knowledge regarding the industry and their incomprehension of our business and culture. This was not the case with Jeff’s team. Working with them was both refreshing and extremely productive.
They have a unique approach and intimate understanding of both our organization and the candidates, which results in a positive outcome. We found the right people, at the right levels, quickly and efficiently.
Chris Batty – President, Velocity Made Good
(former Publisher, Quartz & VP Sales Gawker Media)
We’ve filled positions across industries
and across the country—from start-ups to multi-national giants.
Our hiring needs ranged across levels and regions (Atlanta, Boston, Dallas, New York, San Francisco, and Detroit) and involved multiple hiring managers. Despite the complexity of the situation, they were able to identify highly qualified candidates in a short period of time, resulting in fantastic hires that have yielded great results for us since they joined the company.
Meredith Levien – CEO, The New York Times
Great hires often come from internal referrals. Talk to your network and incent your team to leverage their social power to find candidates...but put a time limit on it.
Now is the time to get some outside help and you have a decision to make, contingency or retained.
Contingency firms do not require exclusivity but that also means they are not focused on your needs, typically working on 50+ projects at one time. They do not dedicate resources to understand your business or vet candidates.
We require exclusivity with respect to a position, but only take on a limited number of searches per year. This allows us to focus our resources and energy on sourcing and reviewing candidates, delivering 5 to 7 highly qualified candidates rather than dozens of resumes. We do the heavy lifting, allowing you to focus on your business.
Terms negotiated, dotted-line signed, off to the races!
We work with you to create a list of the key requirements for the role, prioritizing them and setting a clear roadmap for finding the right candidates.
We meet with your internal stakeholders to get a complete view of the culture of the business and the intangibles that will lead to a successful hire.
We are the magnet. We do extensive research to find the right people and present them with an interesting opportunity—yours.
We screen and meet with candidates developing a list of recommendations. We dedicate our time to this exhaustive process, not yours.
We will present a list of candidates who are interested in the opportunity and help you decide who to meet based on compensation, level, background, and other factors that are key to your business.
We schedule interviews with candidates, getting your feedback on each throughout the process.
If needed, we use your feedback to find more candidates resembling the ones you like.
Getting down to a short list, your internal stakeholders get involved for further evaluation of team and culture fit.
We work with your team to negotiate the deal (salary and benefits) and get your new “A Player” in the role as soon as possible.
From filling an immediate need to long-term succession planning, there are three key ways in which we work with clients.
Immediate Need: Retained Search
Designed to provide a focused search to fill a specific position. We will conduct a custom search managed by no less than two Partners with the most relevant experience for the search. Exclusivity for the period of the search is required along with an upfront retainer. Average search time is 59 days from contract to offer (excluding one standard deviation).
Short-term Need: Feasibility Study
Provides an objective perspective when you are considering promoting an internal candidate, or making a change to management. Within 30 days we will provide you with a list of no less than 15 external candidates for the position in question with summarized background information and our opinion on why their experience would be relevant to the role.
Mid-term Need: The Bench
Ideal for hiring managers expecting growth and/or turnover in the coming quarters. The Bench identifies appropriate talent based on experience, skill, geographic location, and seniority. We will vet candidates to determine if they have the required experience and culturally fit. We will provide a monthly report of 7 to 10 appropriate candidates, including: candidate name, current position, company, and a brief rationale for inclusion.
Jeff’s team understands the challenges of hiring in a start-up environment (timing, stretched resources, evolving culture, etc.) and worked within our constraints to find great additions to our team. Additionally, Jeff’s team has provided invaluable advice on how to effectively build our team and industry best practices. This is why Jeff’s team is Business Insider’s exclusive sales and marketing recruiter.
Julie Hansen – US, CEO Babble (former COO/Publisher, Business Insider)
Laura is a strategic Strategic Search Consultant with Lundwall Group, joining the firm in 2022. Previous to Lundwall Group, Laura launched the strategic consultancy, Project 307, in 2016. There she worked with clients such as IMAX, Stony Brook University, and Entertainment One to lead agency searches, product launches, internal communication projects, executive leadership programs, and staffing initiatives as well as advised on advertising and branding. Prior to that, Laura spent more than a decade leading revenue-driving marketing teams at Condé Nast and Hearst in both New York and San Francisco, including as Chief Marketing Officer of Jumpstart (now Hearst Autos). She started her career as a magazine editor in Los Angeles.
Before launching Lundwall Group in 2016, Jeff was a founding and managing partner of Mercury Group, his first executive search business, for nine years, beginning in 2007. Prior to that, Jeff led various media sales and business operations teams for more than a decade. He was an Associate Publisher at Condé Nast Digital, where he helped grow staff and revenue 5x over four years. As an early digital adopter, Jeff helped launch The Industry Standard, “the news-magazine of the Internet economy” specializing in areas where business and the Internet overlapped, it was later referred to as “the bible” of the Internet economy. He has also co-founded three content sites where he managed sales and business development, and was involved with early web video and widget development projects.