Case Study Series: Overcoming Location and Compensation Constraints in a General Manager Search

Hiring With Handcuffs On

Recruiting executive talent in today’s market is difficult enough—but when the role is underfunded and in an unpopular location, the challenge multiplies. That was exactly the situation when a global, private equity-backed life sciences company approached us at Pact & Partners. They needed a General Manager for the Americas, someone with both commercial and operational horsepower, who could lead across two continents—and they needed it fast. Despite these challenges, the position presented a unique career advancement opportunity for the right candidate.

A Mission-Critical Role With Market Misalignment

The role was as ambitious as it was essential. Executive search firms often assist organizations with CEO and other top leadership placements, recognizing the strategic impact CEOs have on aligning long-term vision and operational needs. These firms also target director-level positions in senior management, as directors play a crucial role in leading strategic initiatives and driving organizational success. Reporting directly to the CEO and the sponsoring private equity firm, this GM would oversee the company’s full operations in North and South America. It wasn’t a symbolic position—it was a growth engine. The problem? The role was anchored in the Midwest. And the compensation didn’t match the market realities for the caliber of leader required.

Two Major Obstacles

First, location. Most senior executives in this niche were based in hubs like New York, Chicago, or California. The Midwest location, while attractive in some respects, was a deterrent to talent unwilling to uproot their families or change their lifestyle. Finding the right person who is both professionally qualified and personally willing to relocate adds another layer of complexity to the search.

Second, compensation. Top-tier candidates who had the right experience were earning nearly double what the client was prepared to offer. This created a credibility gap that had to be addressed immediately—without asking the client to abandon their financial model.

Why Clients Turn to Executive Search Firms in the U.S.

In situations like this, transactional recruiting simply doesn’t work. You need strategy. You need storytelling. And you need market expertise. That’s why we were brought in. An executive recruiter brings specialized expertise in sourcing and matching top leadership talent for complex roles, ensuring organizations find the right fit for their unique needs. As one of the best executive recruiters in the U.S. for private equity-backed firms, Pact & Partners specializes in finding smart, sustainable solutions under pressure.

Shifting the Lens From Cost to Opportunity

Our first move wasn’t to start calling candidates. It was to help the client reframe the opportunity. Together, we clarified the role’s long-term equity potential, its strategic impact across the Americas, and its position as a direct line to both the CEO and investors. This wasn’t just a job—it was a springboard.

Executive Search Is a Game of Narrative

The best executive search firms in the U.S. don’t just sell jobs. They align missions. That’s what we did here. By crafting a powerful narrative that emphasized the growth runway, leadership autonomy, and opportunity to shape a rapidly expanding region, we opened the door to serious conversations with top candidates who otherwise would have passed. This narrative approach is essential for attracting the right leaders who can drive organizational growth.

Introducing Strategic Flexibility

Next, we advised the client to consider a hybrid structure. Full relocation was a deal-breaker for many. But a hybrid model—anchored by periodic Midwest presence, with a strong regional travel plan—was far more palatable. This pivot didn’t dilute accountability. It expanded viability.

The Power of Targeted Search

Armed with a sharper story and updated flexibility, we launched a focused and proactive search. We didn’t post a job and wait. We hunted. We tapped into our network of commercial leaders in animal health, pharma, and ag-tech. We vetted for agility, P&L strength, and alignment with the company’s culture to ensure the right cultural fit. And we were brutally honest about constraints.

Expanding the Pipeline Without Lowering the Bar

Because we had recalibrated the search criteria with our client early, we didn’t waste time on candidates who would drop out late-stage. The recalibrated criteria allowed the team to identify candidates who were both qualified and motivated. Everyone we brought to the table had the right leadership DNA—and saw the upside despite the drawbacks.

Focus on Sustainable Leadership

At our executive search firm, we believe that sustainable leadership is the cornerstone of lasting organizational success. Our executive search consultants are dedicated to identifying top executive talent who not only excel in their fields but also champion sustainable business practices and long-term growth. We know that a great leader can transform a company’s trajectory, so our consultative approach begins with a deep understanding of each client’s unique business strategy, culture, and growth ambitions.

Leveraging our US network and industry expertise, we access a diverse range of candidates—including those with proven track records in life sciences, healthcare, and other sectors where sustainability is a driving force. By focusing on leaders who can balance innovation, operational excellence, and responsible stewardship, we help organizations secure the next leader who will drive both immediate results and future growth. Ultimately, our executive search process is designed to help organizations succeed by recruiting and retaining the right leadership talent.

Forensically Assessing Candidates

Our executive search consultants take a forensic approach to evaluating candidates for senior leadership and C-suite positions. We go beyond resumes and references, conducting a thorough analysis of each candidate’s skills, experience, and alignment with your organization’s culture and business strategy. Using advanced assessment tools and in-depth interviews, we uncover the strengths and development areas that matter most for your leadership team.

Every search is tailored to our client’s specific needs, ensuring that the assessment process is both rigorous and relevant. Our executive recruiters work closely with you to develop a customized evaluation framework, so you can make confident, informed decisions about your next leader.

C-Suite Considerations

Recruiting for C-suite positions demands a nuanced understanding of both business strategy and organizational culture. Our executive search firm brings decades of experience in identifying and attracting top executive talent for roles such as CEO, CFO, and COO. We recognize that these leaders must not only deliver results but also embody the values and vision that define your company.

Our executive search consultants use a consultative approach to develop a tailored search strategy for each C-suite assignment. We focus on finding leaders with the strategic vision, operational expertise, and leadership acumen to drive growth and transformation. By partnering with our search firm, organizations ensure that their C-suite is composed of executives who are not only capable of leading but are also deeply aligned with the company’s culture and long-term objectives.

The Final Match

Within weeks, our search process enabled us to recruit a standout leader with deep operational fluency, strong commercial instincts, and experience scaling across both North and Latin America. The candidate was initially hesitant due to location—but the hybrid setup and clarity of mission won them over.

Sealing the Deal

Offer negotiations were collaborative, not combative. We walked both sides through expectations, alignment, and future growth. Because we had framed the opportunity correctly from the beginning, there were no surprises. The deal closed smoothly—and everyone felt aligned.

Onboarding and Impact

The new GM hit the ground running, leveraging regional knowledge and quickly integrating into the leadership structure. Drawing on extensive experience across multiple industries, the GM was able to drive early success and adapt strategies to meet diverse business needs. In the first quarter alone, they had already executed key partnerships, optimized cross-border operations, and initiated a long-range commercial plan.

Measuring Search Success

In the world of executive search, success isn’t just about filling a position—it’s about transforming organizations and driving sustainable growth. That’s why top executive search firms in the United States place a premium on measuring the effectiveness of every search. For clients, understanding how well a search firm delivers on its promise is essential to ensuring that the investment in executive talent pays off in both the short and long term.

Executive search consultants use a range of metrics to evaluate the success of each search. Time-to-hire is a critical indicator, reflecting the firm’s ability to efficiently identify and recruit top executive talent without sacrificing quality. But speed alone isn’t enough. The quality of candidates presented, their alignment with the company’s culture, and the satisfaction of both the client and the new executive are equally important. A consultative approach ensures that every step of the process—from defining the leadership profile to onboarding the new executive—is tailored to the client’s unique business strategy and organizational needs.

The true measure of a successful executive search, however, lies in the impact of the newly hired leader. Top executive recruiters look beyond the initial placement, tracking the executive’s ability to lead the organization, drive business development, and foster strong relationships with the leadership team and board members. The right leader can catalyze innovation, elevate operational excellence, and set the stage for future growth.

Leveraging a global network and advanced technology, leading executive search firms provide clients with access to a diverse range of candidates and industry insights. This broad reach, combined with deep expertise in consulting services, allows search firms to identify the next great leader—someone who not only meets the technical requirements but also embodies the company’s values and vision.

Long-term success is measured by the executive’s ability to deliver results, adapt to changing market conditions, and inspire excellence across the organization. By partnering with an executive search firm that prioritizes measurable outcomes and continuous support, companies can ensure that their leadership team is equipped to drive business forward, foster innovation, and achieve lasting success.

In today’s competitive landscape, the right executive search partner doesn’t just fill roles—they help organizations discover, develop, and retain the leaders who will shape their future. That’s the true benchmark of executive search excellence.

Leadership Advice and Support

Our commitment to client success extends far beyond the placement of top executives. As a leading executive search firm, we offer a comprehensive range of leadership advice and support services designed to help organizations and their leaders thrive. Our executive search consultants provide coaching, mentoring, and advisory support tailored to the unique challenges faced by senior leaders and C-suite executives.

Through access to our American network of experts and thought leaders, we deliver customized development programs that empower leaders to navigate complexity, drive innovation, and achieve business goals. Whether it’s supporting a new CEO through their transition or helping a leadership team adapt to market changes, our firm is dedicated to providing the resources and guidance needed for ongoing success.

What This Case Proves

Even when circumstances seem stacked against you—limited budget, unpopular location, senior-level expectations—great hiring is still possible. But only when handled with the kind of rigor, creativity, and precision that top executive recruitment agencies in the USA bring to the table.

Comparing to the Big Names

When considering the best executive search firms in the USA, large firms like Korn Ferry, Spencer Stuart, and Heidrick & Struggles are often top of mind. They boast global networks and expansive service portfolios—from CEO search to leadership development. But what they offer in scale, they often lack in flexibility and urgency.

Pact & Partners is different. We bring the firepower without the layers. We don’t pass clients to junior teams or bury searches in process. Our firm delivers boutique intensity with global expertise, private equity-backed, or mid-cap companies entering the U.S. or scaling fast.

We have deep expertise in executive search for sales leadership roles, particularly within manufacturing and related sectors, leveraging our sales experience to identify top executive talent.

Final Thoughts

This search didn’t just fill a seat—it solved a strategic problem. We broke through barriers, reframed expectations, and delivered lasting value. And that’s what the best executive recruiters in the U.S. do.

If you’re a business entering or scaling up in the United States, you need the most hands-on partner who gets your world and delivers real results. That’s what we do at Pact & Partners.

Let’s talk!

“Keep growing, keep dreaming, and let’s win big together.”

Olivier I. Safir
CEO of Pact & Partners, LLC
*Not a bot. Real CEO & Team. Awesome Clients. Real results.