The résumé is the least interesting part.
I read for the decisions someone made under pressure, not the logos on the page. That’s the difference between a hire that lands and one that leaves in fourteen months.
Retained executive search · Griffin, GA
Hand me the seat you can’t keep filled.
What I hold to
A few things I believe before we ever open a search.
Retained means I’m actually on the hook.
You’re not renting my hope that a candidate wanders in. You’re paying me to map the market, work the phones, and stay in the room until the offer is signed.
One search at a time, on purpose.
I don’t juggle a dozen mandates. When I take your role, it gets my calendar — which is why the shortlist is short and every name on it is defensible.
Why I started this
I built Rolodexa after watching good roles go to whoever answered first.
For years I sat across from founders who’d been sent five résumés and told to “pick one.” None of them fit. So I do it the slow way — on the ground, out of Griffin, one seat at a time.
From the founder
“I answer the phone, I read the shortlist, I sit in the interviews.”
No account manager hand-off, no offshore sourcing pool you never meet. The person you brief is the person who calls your finalist to talk them off the fence.
— The desk at Rolodexa
Engagements & fees
Pick the kind of seat you’re trying to fill.
Most requested
VP & Director search
Full retained mandate for a single VP or director role — market map, vetted shortlist of 4–6, structured interview kits, and reference work through offer.
$34,500 / engagement
Open this search
C-suite
Chief officer search
CEO, CFO, CTO, CPO and equivalent. Confidential outreach, board-ready dossiers, and I stay in the offer negotiation until ink dries.
$61,000 / engagement
Open this search
Sensitive
Confidential succession
Replacing a leader who doesn’t yet know they’re being replaced. Discreet mapping, coded messaging, a shortlist only you and I see. Scope varies.
Request a quote
Talk it through
Bridge the gap
Interim placement
A seasoned operator in the seat within weeks while we run the permanent search — so nothing stalls between the departure and the hire.
From $9,800 / placement
Get someone in the seat
Part-time leadership
Fractional CxO
For companies not ready to fund a full-time exec — a fractional CFO or CTO placed and calibrated to your cadence, one or two days a week.
From $6,400 / month
Scope the role
Add-on
Convert-to-permanent
Like the interim you landed? I run the light-touch conversion — comp benchmarking and a clean permanent offer.
$4,200 / conversion
Make it stick
Governance
Board seat search
Independent directors and audit-committee chairs sourced for fit, not just a familiar name — with a shortlist your existing board will respect.
$22,500 / seat
Fill the seat
Bench building
Advisory roster
A curated bench of two to four advisors matched to your next twelve months — GTM, finance, or technical depth. Scope by seat count.
Request a quote
Build the bench
The ten weeks, roughly
How a search actually runs when I take it.
Week 1
Calibration
A working session — not a form. We nail the real mandate, the comp band, and the three things this hire has to change in the first ninety days.
Weeks 2–4
Mapping
I build a live map of who’s actually doing this job well in your market and adjacents, then work the phones — including the people who aren’t “looking.”
Weeks 5–7
Shortlist
Four to six vetted candidates, each with a written dossier and a structured interview kit so your panel scores the same things the same way.
Weeks 8–10
Offer & close
Deep references, comp benchmarking, and me in the middle of the negotiation — reading the room so a “maybe” turns into a signed start date.
Two ways this usually goes
Post it and pray, or open a real search.
The usual route
A job board and crossed fingers
- Inbound applicants only — the best leaders never apply.
- A stack of loosely-matched résumés and no way to compare them.
- The seat stays open for months while the team stretches thin.
- A rushed offer, and a replacement search a year later.
Working with me
Open a search
- A short, defensible list of leaders who fit — sourced, not sifted.
- Structured interviews so your panel decides on the same evidence.
- Me in the offer negotiation, holding it together to a signed start.