EXECUTIVE & SPECIALIZED SEARCH

Define successful performance. Then find the people who can deliver it.

JPJ Impact personally leads consequential searches for executives, senior leaders and difficult-to-access specialized talent. The search begins by defining what success must look like in the role, then builds the market, assessment and selection process around evidence of performance.

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THE SEARCH METHOD

Search built around performance, not a recycled job description.

The role is translated into observable outcomes and evidence before the market is engaged. That creates a stronger brief, a more disciplined assessment and a clearer decision.

PERFORMANCE ARCHITECTURE

Essential Duties → Deliverables → Measures of Success

Clarify what the person must actually accomplish, what good performance produces and how leaders will know whether expectations are being met or exceeded.

Essential Duties→Deliverables→Measures→Candidate Evidence

ASSESS FOR PERFORMANCE

Three questions shape the assessment.

01 / TECHNICAL COMPETENCE

Can they do the work?

Evidence of the knowledge, skills and demonstrated capability required to deliver the defined outcomes.

02 / CRITICAL THINKING

Can they think through the work?

Evidence of judgment, problem solving, learning agility and the ability to navigate ambiguity rather than simply repeat prior experience.

03 / MISSION, VISION & VALUES ALIGNMENT

Will they advance what the organization is trying to accomplish?

Evidence that how they lead, decide and operate aligns with the organization’s direction, purpose and behavioral expectations.

FROM BRIEF TO CLOSE

Direct senior involvement at every stage.

01DEFINEEssential duties, performance outcomes, deliverables and measures of success.

02MAPTarget organizations, talent populations, market intelligence and competitive context.

03ENGAGEDirect outreach and candidate development, including people who are not actively applying.

04ASSESSTechnical competence, critical thinking, comparable accomplishments and mission, vision and values alignment.

05SELECTStructured finalist intelligence and decision support against the success profile.

06CLOSEReferences, offer strategy, candidate communication and transition.

SEARCH INTELLIGENCE

See what the market is telling you about the decision.

Search Intelligence is embedded in the engagement. Market response, candidate patterns, competitive positioning and evidence gaps become decision support, not background noise.

ROLEIs the success profile realistic?

MARKETWhere does the required capability actually sit?

DECISIONWhat evidence separates a compelling candidate from a familiar résumé?

JOHN STAUPFounder, JPJ Impact

THE PERSON RUNNING THE SEARCH

Operator depth. Search discipline. Direct involvement.

John has led executive, senior leadership, technical and specialized recruiting inside complex organizations and built broader workforce systems around that work. JPJ Impact brings that experience directly into each engagement rather than handing the search to a junior delivery layer.

Personally led
Strategy through close.

Performance-based
Define outcomes before candidate specifications.

Market-informed
Use search activity as intelligence.

Decision-oriented
Make evidence, tradeoffs and gaps visible.

START A SEARCH

Have a role you cannot afford to get wrong?

Start with the business need and the outcomes the role must produce.

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