Yes, I headhunt the people who headhunt. The irony is not lost on me.
First briefs in 24 hours · full shortlist in ~3 days · non-exclusive
A great Head of Talent compounds: every hire they make gets faster and better. But talent leaders who have genuinely built hiring machines — sourcing engines, structured interviews, closing playbooks — are rare and never on the market long. Nagly headhunts them from the outside market, pre-screened, with first briefs in 24 hours.
Built hiring systems that outlived them — pipelines and processes, not just filled reqs.
Has closed against bigger brands and better comp, and can tell you exactly how.
Fits your stage: scrappy founding recruiter or scaling leader, whichever you actually need.
What I screen for: Teams they built end-to-end, offer-accept rates in context, the hiring managers who trust them, and how they think about candidate experience as a moat.
The role, the stage, the two or three things that actually matter. No intake forms.
Real, pre-screened head of talent candidates sourced on demand for your role — not a recycled rolodex.
The person and why they fit, ready to talk. Full shortlist in about 3 days. Non-exclusive, one-page agreement.
Tell me about the Head of Talent role — first briefs in your inbox within 24 hours.