Executive Recruiting

I specialize in recruiting senior leadership for the agriculture and food processing industries. How? I identify executives who not only bring the right experience, but also align with the culture, values, and long‑term goals of the organizations they lead.

MY APPROACH

Deep-Dive Discovery

Every search begins with a comprehensive understanding of the organization. I invest the time to learn what makes each entity unique — its products, its people, its culture, and its vision for the future. This often includes:

• Meeting with board members and owners in their homes for authentic “kitchen table” conversations about their businesses

• Touring farms and processing facilities to understand operations firsthand

• Listening deeply to the organization’s history, challenges, and aspirations

• My immersive approach ensures that I represent your business accurately and attract leaders who will thrive in your environment.

Targeted Executive Sourcing

With a clear understanding of your organization, I identify and engage executives who match your strategic needs and cultural expectations. My network spans the dairy sector, food and beverage processing, agribusiness, and related industries — giving you access to leaders who understand the complexities of agriculture and the demands of modern food production and marketing.

I add the most value to organizations in the following:

• CEO recruitment

• CFO recruitment

• General Manager and senior leadership roles

I help you evaluate each candidate not only for their experience, but for their alignment with your mission, values, and long-term goals.

Culture-First Candidate Evaluation

In agriculture and food processing, leadership is personal. It’s about trust, relationships, and shared purpose. I prioritize cultural fit as highly as technical expertise, ensuring that the executives you hire will lead with integrity, humility, and a deep respect for the people and communities you serve.

My goal is always the same — I want to produce such a strong candidate pool that you have a tough choice to make between multiple exceptional people to lead your organization.

Board & Stakeholder Alignment

Executive transition is a pivotal moment for any organization. I work closely with boards, ownership groups, and senior teams to ensure alignment throughout the search process. My role is to guide stakeholders toward clarity, consensus, and confidence in the final decision.

Long-Term Partnership

My goal is not simply to fill a role — it’s to strengthen your organization for the long term. I stay engaged throughout onboarding and beyond, supporting both the executive and the organization to ensure a successful transition.

Organizational Consulting

Executive Effectiveness

I don’t stop when I find you the best person. I often work closely with Boards to gather and deliver candid feedback to their CEO, and confirm that the leader’s decisions continue to deliver results. I facilitate a thoughtful evaluation of CEO performance, including collecting anonymous feedback from team members and other stakeholders. This process is often begun by the CEO as they seek actionable feedback from their Board and team to ensure ongoing success.

Board Self-Evaluation

Boards also trust me to help them evaluate their own effectiveness and cohesiveness. I start with the Board Chair to develop the initial evaluation criteria. Similar to the CEO evaluation, the process often includes individual discussions with Board members to gather confidential responses. I present the confidential summary first to the Board Chair, and then in a facilitated discussion with the entire Board. The process is designed to be easy for the Board members to participate, resulting in direct and targeted feedback and recommendations shared with the Board in person (typically during an executive session of a regularly-scheduled Board meeting).

Succession Planning and Strategy

My practice exists because of senior leadership transition. CEOs - many of whom I placed - reach out for help in developing their own succession plans. I gain a deep understanding of my clients, their organizations and industries. That makes me uniquely qualified to help clients anticipate change. Sometimes this includes preparing a formal succession plan or strategy. Other times, I’m brought in to evaluate internal candidates and provide input into their career development plans.