Search partners
for high-impact
We help founders and leadership teams make high-impact hires — with access to proven off-market talent. You only pay when you hire.
Our Approach
Hiring for impact looks different
High-impact roles aren't defined by job descriptions or seniority. They're defined by what needs to change in the business — product, revenue, execution, performance.
We start with outcomes, then work backwards to the person who can deliver them. Focus over volume. Speed without sacrificing judgement.
Why Pyck
Built for high-impact hires
Built on focus, alignment, and speed. We take on less, reach beyond traditional hiring, and help teams move faster — without compromising judgement.
Impact over title
We focus on hires whose work directly shapes outcomes.
Access to off-market talent
Proven talent from unicorn and high-growth companies.
Fewer searches, deeper focus
We take on fewer searches so each one gets real attention.
Signal over noise
Carefully assessed shortlists built for faster, clearer decisions.
Pay on hire
You only pay when you hire.
90-day replacement
One replacement search if a hire leaves within 90 days.
How It Works
How we run a search
This is how we run a high-impact search — focused, outcome-led, and designed to move quickly to the right decision.
Define impact
Align on what success looks like before the search begins.
Search
Run a focused search prioritising fit and impact over volume.
Evaluate
Assess candidates against clear signals to support confident decisions.
Hire
Move decisively and set the hire up to succeed from day one.
Pay on hire
Fees apply only once the hire is made.
Learn more about retained vs contingency search models.
Pricing
You only pay when you hire
No retainers. Fees apply only once the hire is made.
Conventional search
Limited to databases, job boards, and cold outbound sourcing.
- Pay upfront
- Volume-led shortlists
- Longer timelines
- Title-first brief
- Higher search volume per recruiter
- Incentives misaligned
Access to off-market talent from unicorn and high-growth companies.
- Pay on hire
- Focused shortlists
- Faster execution
- Impact-first brief
- Lower search volume per recruiter
- 90-day replacement
Learn more about how executive search fees actually work.
Experience
Built by people who've done this before
Pyck is led by people who've built and scaled unicorn and high-growth companies. We understand what these hires need to deliver — because we've been accountable for the outcomes.
"The team at Pyck understood exactly what we needed for our VP of Marketing role. They found candidates who had scaled teams at similar stage companies."
"We needed a Head of Product who could take us from Series A to B. Pyck delivered three exceptional candidates who all had the exact experience we were looking for."
"Unlike traditional recruiters, Pyck actually understands what it takes to build and scale. They've done it themselves."
Signals
In the loop
Blog
Why the best hires aren’t applying for your jobs
Mar 2, 2026
Blog
Why longlists don’t create better hires
Feb 27, 2026
Blog
You’re hiring for title, not impact
Feb 26, 2026
Blog
Executive search for startups: What founders get wrong about leadership hiring
Feb 24, 2026
Blog
Executive search fees explained: Retained, contingency, and what companies actually pay
Feb 20, 2026
Blog
Retained search vs contingency search: Differences, fees, and outcomes
Feb 18, 2026