Talent & Executive Search

Building leadership teams that can scale

At G2 Advisors, we don’t just fill roles, we place the people who make companies worth scaling. From founding engineers to C-suite operators, we deliver aligned, high-performing talent that accelerates growth and strengthens leadership from day one.

Whether you’re hiring a VP of Engineering, a CMO, or your first People Lead, our approach is built for speed, strategic fit, and long-term value.

What We Deliver

  • Executive recruiting (CPO, CRO, CTO, VP Engineering, CFO, etc.)

  • Go-to-market & engineering team buildouts

  • Role definition, scorecards & compensation benchmarking

  • Strategic hiring plans aligned with funding and growth milestones

  • Onboarding frameworks that ensure early success

Roles We’ve Placed

Across the U.S., U.K., and remote-first teams

  • Engineering & Product

    - Software Engineers • Engineering Managers • CTOs • PMs to CPOs

  • Go-to-Market
    - AEs • GTM Directors • Demand Gen Leads • CROs • CMOs

  • Finance & Operations
    - BizOps Leads • FP&A • Controllers • COOs • CFOs

  • People & Talent
    - People Ops • HRBPs • Heads of Talent • CPOs

  • Customer Experience
    - CSMs • Onboarding Specialists • VPs of CX

Recent impact: Placed a VP of Engineering and Head of Sales for a Series B SaaS company within 90 days, reducing time-to-fill by 40%.

Three ways to partner with G2 Advisors

based on your hiring urgency, role complexity, and desired level of involvement

  • Fee: 25% of base salary + any guaranteed compensation
    Structure: A 20% portion of the total fee is paid upfront as a retainer. The remaining 80% is paid only upon successful hire.
    Best for: VP-level or senior individual contributor roles, especially in fast-moving or scaling companies.

    Why it works:
    This model offers the ideal balance between commitment and flexibility. You receive dedicated resources, faster delivery, and mutual accountability—without the rigidity of a full retained search. It’s built for teams that need high-caliber talent and structured partnership, while remaining nimble

  • Fee: 33% of the total compensation package (including base salary, guaranteed bonus, and equity, if applicable)
    Structure: Paid in three equal installments—at engagement, at shortlist delivery, and at hire.
    Best for: Confidential, C-level, or high-impact leadership searches where discretion, complexity, and strategic alignment are essential.

    Why clients choose this:
    This is our most comprehensive engagement model. We fully own the search, conduct deep market mapping, and act as a strategic extension of your leadership team—from defining success through onboarding the right executive.

  • Fee: 27% of base salary only
    Structure: No upfront fee. Payment is only due if you hire a candidate we refer.
    Best for: Mid-level roles or opportunistic hiring, particularly when working with multiple search partners.

    Things to consider:
    This model offers flexibility and no upfront risk, but typically includes less strategic support and a lower level of search prioritization. It’s best suited for companies looking to expand candidate volume without deep engagement.

Choosing the Right Model

  • If you're hiring a C-level executive and want full search ownership → Retained

  • If you're scaling quickly and need results with flexibility → Container-Based

  • -If you're hiring at the mid-level and looking to supplement pipeline volume → Contingent

Not sure which model fits best? Let’s talk.