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About Concinnity Talent
Concinnity Talent is a retained executive search and talent advisory firm working with consulting, technology and business process companies.
We bring the rigor of a global search firm and the directness of a practice small enough that the person who takes your brief is the person who runs your search.
Our Purpose
Concinnity means the skillful arrangement of parts into a whole. That is the test we apply to a leadership hire: not whether a candidate is impressive on their own, but whether they fit the business you are actually running, with the constraints you actually have.
Most failed executive hires are not failures of candidate quality. They are failures of definition, where the role was never properly understood before the search began. We spend more time than most firms on that first part, because it is where the outcome is decided.
Strategic Alignment First:
We agree what success looks like before we go to market.
Rigor Without Bureaucracy:
A structured process, without the weekly deck that exists to justify the fee.
People, Systems,
and Outcomes:
A hire lands inside a function. We look at both.
Leadership
I have spent more than 20 years on both sides of executive hiring.
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I started in retained search at CTPartners, then a top five global retained search firm, running hundreds of searches for Fortune 500 and global services organizations. That is where I learned both the art and the science of executive recruiting.
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Then I crossed to the other side of the table. At Cognizant, Genpact, TTEC and Brillio I led the internal functions that global services businesses rely on to hire their own leaders. Two of those stand out.
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At Genpact, I grew the executive recruiting team from three people to eighteen in eighteen months and built the global talent operation around it: a shared services model with processes that repeated, reporting people trusted, and tools they actually used.
At TTEC, I ran a 46-person recruiting organization across 26 countries delivering more than a thousand professional and leadership hires a year, with an executive search team inside it placing 50 to 60 executive director and above roles annually.
I also advise organizations on their talent functions: operating model and org design, sourcing strategy, the metrics leadership actually needs, and the technology underneath them. That work is confidential, so I do not name clients.
That combination is why clients call. I know what a search firm does well and where it adds cost without adding value. I know what an internal team can handle and what it genuinely cannot. And I know what happens inside a services business when a leadership hire is wrong, because I have had to fix it.
What Sets Us Apart
Clients choose Concinnity Talent for discretion, rigor, and decision support that improves hiring outcomes without bureaucracy.
We have run corporate talent functions, not just recruited for them.
At Genpact and TTEC, at global scale. That is why the brief gets written properly before anyone goes to market.
One partner, start to finish.
The person who takes the brief does the research, runs the assessment, and is in the room when you decide. There is no handoff.
We will tell you when you do not need a search.
Sometimes the constraint is the process rather than the market. A firm whose revenue depends on selling searches will rarely say so. We would rather be useful than busy.
We work where you work.
Consulting, IT services, business process and customer experience. Twenty years of it, from both the firm side and the inside.
How We Work With You
Strategic Immersion
Align success outcomes, context, and constraints before outreach.
Precision in Role Design
Clarify mandate, scorecard, and operating realities.
Market Mapping with Intent
Build an evidence-based target list and outreach plan.
Executive Assessment and Fit Analysis
Assess capability, motivation, and culture fit with discipline.
Partnership Through Decision and Onboarding
Support the close, offer process, and onboarding plan.