The Process
How The Right 30™ Method Works
Four phases. One outcome: the right role, at the right number, without disrupting the career you've already built.
Book a Free Consultation →Phase 01
10-Dimension Fit Score
Most executives can name two or three things they want in their next role. We map ten — and the ones you haven't named are usually the ones that will make or break the placement.
Compensation Floor
Base + equity + bonus structure. The number below which we don't apply — full stop.
Scope & Authority
P&L ownership, headcount, budget. We match the scope you've earned, not the scope you'll accept under pressure.
Team Size
Are you a builder or a scaler? Direct reports, matrix relationships, and the org you'll actually inherit.
Reporting Line
Who you report to determines everything — autonomy, politics, career ceiling. We map it explicitly.
Industry & Sector
Where your pattern recognition is worth a premium. And where you'd be starting over at a discount.
Company Stage
Pre-product, pre-revenue, post-IPO, PE-backed. Your operating style fits some stages and breaks in others.
Functional Fit
The specific technical or domain stack the role requires vs. what you can credibly claim in a first-round call.
Cultural Signals
Leadership philosophy, decision-making speed, feedback culture. Sourced from Glassdoor, LinkedIn tenure data, and our own pattern library.
North Star Trajectory
Does this role get you closer to the career outcome you've named — or is it a lateral step that looks like progress?
Retention Risk
Red flags that predict an 18-month exit: chaotic reporting structures, budget ambiguity, underpowered mandates.
The free exercise: Before your first call, we'll send you a two-dimension worksheet — Compensation Floor and North Star Trajectory — to complete independently. Most people discover they've been undershooting on the first and have never articulated the second.
Phase 02
The Right 30™ Method
Volume is the enemy of the executive job search. The goal isn't more applications — it's fewer, better ones. Here's how we get there.
The Scan
Our agent runs continuous searches across 40+ job boards, company career pages, LinkedIn, and direct outreach channels. Every opening that could plausibly fit your profile gets flagged.
The Filter
We discard 74% of what the scan finds. Ghost listings. Roles already filled by internal candidates. Postings that score below your comp floor or fail three or more fit dimensions. What survives is what's worth your name.
The 30
On average, 28–32 roles per engagement period survive the filter. Each one gets a full application package: tailored resume, cover letter written in your voice, recruiter outreach mapped to the right contact. Nothing blasted. Everything considered.
of every job posting we scan gets discarded before your name is ever attached to it. Ghost listings, filled roles, mismatched scopes, and postings engineered to harvest resumes rather than hire executives.
Phase 03
The HITL Gate — You Approve Every Application
HITL: Human-In-The-Loop. It's Clause 4.2 of your engagement letter, not a feature we can toggle off. Nothing leaves our system with your name on it until you've approved it.
We build the application package
Tailored resume version, cover letter in your voice, and any supplemental materials the role requires. You don't lift a finger.
You receive a one-click review
A summary of the role, our fit score, our reasoning, and the complete application package. Takes you under 90 seconds to review.
You approve or decline
One click. If you approve, it goes. If you decline — or ask for a revision — nothing moves until you're satisfied.
We submit and track
We handle the submission, follow up with recruiters, and report back on every status change. You stay invisible until the offer is real.
Clause 4.2 — HITL Promise: No application, outreach, or submission bearing the client's name shall be transmitted to any third party without explicit prior approval from the client for that specific submission. This clause is non-waivable.
Phase 04
We Negotiate the Offer
The search ends when you accept an offer worth accepting — not when the first offer arrives. Most candidates leave $20,000–$50,000 on the table in the first counter because they're negotiating alone, under time pressure, emotionally invested. We remove all three of those variables.
Set the anchor before it's set for you
Before a verbal offer arrives, we identify the comp ceiling for the role and prepare your target number and walk-away line. Most executives don't do this until after the offer — which is too late.
Never accept or decline verbally
We coach you through the exact language to use when an offer comes in verbally. Buy time, express enthusiasm, commit to nothing. Standard procedure. Most hiring managers respect it.
Counter on the right lever first
Base is often the easiest lever to move. Equity, signing bonus, and title are the creative ones. We model the full comp package and identify the highest-value counter for your specific situation.
Close on your terms
We draft the counter language. You send it. We monitor the response and coach you through every round until you have an offer worth taking — or a clear signal to walk.
What this actually costs you in time
The intake call is 60 minutes. After that, your recurring time commitment is approximately 15–20 minutes per week — reviewing and approving application packages through the HITL interface, attending a weekly 30-minute check-in, and responding to recruiter calls we've pre-screened for you.
That's it. Everything else — the scanning, the filtering, the writing, the outreach, the follow-up, the coordination — runs without you.
You show up for the parts only you can do. We handle everything that doesn't require you.
Ready to hand the search off?
The free consultation runs 30 minutes. We'll complete two of your ten fit dimensions together and map at least one concrete next action — whether you become a client or not.
Book a Free Consultation →30 minutes. No pitch. Produces at least one concrete action you can take today.