Executive Search
Permanent and fractional leadership, whether you're backed by a sponsor or building on your own.
What We Do
Saltera HR fills the C-suite and VP-level roles that decide whether a company's next chapter works. We work with private equity sponsors and their portfolio companies around deal timelines and post-close integration, and with independently owned and founder-led companies building out a leadership team on their own timeline. Every search starts the same way: by learning your organization from the inside before we open it.
Where We Help
Post-close leadership gaps, filling the CEO, CFO, COO, or VP-level roles a platform needs the moment a deal closes. M&A integration, leadership for the first 100 days, when culture, systems, and teams either come together or come apart. Leadership succession and growth, filling a C-suite or VP-level seat as an independently owned or founder-led company scales, with or without a deal driving the timeline. Fractional and interim leadership, experienced operators who can start in weeks, not months, whether you're mid-transaction or mid-growth. Portfolio-wide searches for sponsors, one point of contact and one search process across every company in your portfolio.
Our Process
Immerse.
Before we open a search, we immerse ourselves in what makes the organization work: the thesis behind the deal or the ambition behind the growth plan, the leadership already in place, and the precise shape of what's missing. This is not a client intake form. It is the same ecosystem internalization behind every Saltera engagement, applied at the level where it matters most.
Discern.
Executive search is a matter of judgment and access. We look past resumes and pedigree to the qualities that actually predict impact: how a leader thinks under pressure, how they build trust, how they will move inside your organization at this particular moment. Discernment, more than reach, is what separates a placement from a fit.
Present.
We bring forward a small number of exceptional candidates, never a long list to sort through. Each one has been evaluated with the same rigor we would want applied to our own leadership decisions, and each one arrives with the context you need to choose with confidence.
Integrate.
Our work does not end at signature. We stay close through the first 90 to 100 days, the period that decides whether a placement takes root, particularly through M&A integration and post-close transitions. A great hire who fails to integrate was never a success to begin with.