The short version
You’ll have a small, evidence-led shortlist of executives you can hire with confidence, plus a clear view of who said no, who moved, and why the market responded the way it did.
We’ll run a retained executive search that reaches candidates who are not applying, tests them against a shared scorecard, and gives you a shortlist you can defend in the room. Next, we’ll schedule the intake and lock the search calendar.
We start by turning the role into a scorecard you can use to say yes or no, then we build a market map and a target list, not a list of applicants. We approach candidates quietly, screen them against the scorecard, and calibrate with you early so the shortlist matches how you actually choose.
About us
We do one thing: retained executive search for leadership roles where the first hire attempt cannot be a learning exercise. We built Portico Search around the parts that usually get skipped when a search is rushed, namely the scorecard, the market map, and the reference work that checks how someone behaves when the pace and politics show up.
You hire us when you need coverage of the whole market, not just the familiar names. We show you the target list early, because that is where search quality is decided. We run the approach and the screening ourselves, and we document the reasons for every move forward and every no, so you can brief your CEO and board without filling in gaps.
Who you will work with
You’ll be dealing with the same two people throughout the search, on every calibration call and every decision point.
Team
Giulia Rinaldi, Search partner. Giulia leads the search, runs intake and calibration, and handles candidate approach for the sensitive conversations that need senior judgement.
Matteo Galli, Research lead. Matteo builds the market map, tracks the target list, and runs first screens so every shortlist conversation is based on notes, not memory.
Selected work
Here are three recent retained searches that show the kinds of roles and situations we’re brought in to handle confidentially.
Portfolio
COO search, manufacturer. Defined a scorecard around throughput, planning discipline, and people leadership. Built a target list across adjacent sectors and moved candidates who were not actively looking into a structured process.
CFO search, founder-led group. Reframed the brief from “reporting and control” to cash discipline, covenant headroom, and board communication. Calibrated after the first screens and narrowed the shortlist to candidates who had led change without breaking trust.
Country head replacement. Ran a confidential replacement with a tight information circle. Approached targets with a cover story agreed in advance, sequenced interviews to protect the business, and supported the offer through resignation risk.
“The shortlist was small, honest, and every candidate was there for a reason.”
HR Director, a mid-sized industrial supplier
How we work
We keep the search controlled and quiet. You’ll see the market map early, you’ll get a calibration point before we flood your diary, and we’ll keep the story consistent so confidentiality does not depend on luck.
1. Intake and scorecard Days 1-3 We run a structured intake to turn the role into a scorecard with measurable outcomes, non-negotiables, and deal-breakers. You’ll tell us who needs to be in the loop and what cannot leak. We agree the interview steps and the decision gates before any outreach starts. 2. Market map build Days 4-10 We build the market map and a first target list, then review it with you in a short calibration call. You’ll see which companies and adjacent sectors we are pulling from, and you’ll approve the direction before we speak to candidates. This is where we prevent a familiar, recycled shortlist. 3. Approach and screening Weeks 2-5 We approach candidates one by one, using a consistent message and a confidentiality plan agreed with you. We screen against the scorecard, test motivation and constraints, and keep structured notes so you can compare like with like. We bring you candidates as they clear the bar, not at the end. 4. Shortlist to offer Weeks 5-8 We present a tight shortlist and run a calibration meeting to align on who moves forward and why. We coordinate references, backchannel checks, and any deep-dive assessment, then support offer structure, closing, and resignation risk. We stay involved through acceptance and start date planning.
What it costs
Choose the tier that matches how much coverage you need beyond the shortlist, from first market map through offer and completion.
Priced items
Getting started
If you want us to hold the calendar and start outreach, the next step is simple and happens in writing.
1. Sign this proposal and we’ll send the booking invoice for 30%. 2. Book the intake session and confirm the decision group and confidentiality circle. 3. Share any existing role brief and org chart so we can draft the scorecard.
Signature
Fee summary
Payment
30% of the price is due to book the retained executive search when you sign. The remaining 70% is due when the engagement is complete. Each invoice is payable within 14 days of its date.
Your inputs. In the first two weeks, we need access to the hiring lead for the intake and one calibration, plus fast feedback on the target list. Delays in feedback move the timeline more than anything else.
Confidentiality. We run the search quietly, using a non-identifying brief until you approve disclosure. You tell us who must not be contacted. We keep your shortlist, notes, and status private to your agreed stakeholders.
Who does the work. Giulia Rinaldi leads the search and runs the intake, calibration, and client updates. Matteo Galli builds the market map, target list, and research notes. You will have both of us on key calls.
Scope changes
If the role brief changes after the scorecard is agreed, we will pause and restate the market map and target list before we continue. If the change expands the work, we will price it in writing first.
Candidate availability. We can control the process and the quality of the screening, not whether a specific person will engage or accept. We will show you where the market is responding, and adjust the target list with you.
Ownership of work. Once the engagement is paid in full, the role scorecard, agreed market map, and shortlist materials are yours to keep and use internally. Our notes from calls and references stay confidential in our files.
