Boutique executive search · Austin, TX
We place the senior leaders your business needs to grow — finance, operations, and revenue roles for companies between $5M and $250M. Boutique attention, global reach, real shortlists in 21 days.
Backed by 20+ years of senior search experience. Built for owners and CEOs who need the right hire — not the easy hire.
A 20-minute search consultation
No sales pitch. We'll walk through the role, the compensation range, the realistic timeline, and the candidate pool — and tell you honestly whether we're the right partner for this search.
Schedule a callWhat we do
We don't try to be everything to everyone. We focus on the senior roles that move the needle for growth-stage companies — and we know each market well enough to make a confident call on who can and can't do the job.
Finance & Accounting Leadership
CFOs, Controllers, VPs of Finance, Directors of FP&A. We know the difference between a closer and a strategist — and we know which one your stage needs.
Operations & General Management
COOs, GMs, VPs of Operations, Plant Managers, Supply Chain leaders. We source operators who've actually scaled businesses — not consultants who've only advised them.
Revenue Leadership
Chief Revenue Officers, VPs of Sales, Sales Directors, RevOps leaders. We source revenue leaders who can build a team — not just close their own deals.
Private Equity Portfolio Work
We work directly with PE operating partners on portfolio company hires — from post-close 100-day plans through value-creation execution. We understand the clock.
The typical search experience
How Turnkey Recruiting works
How we work
Most searches stall because the search firm and the client never get aligned on what "good" looks like. We solve that on day one — and we don't move forward until we have.
Two-hour partner-led intake. We define the role, the must-haves, the dealbreakers, the compensation range, and the cultural fit. We leave with a written position spec — and your sign-off.
Week 1
We build the universe of qualified candidates — including the passive talent your job ads will never reach. Direct outreach, referrals, and a calibrated long list within 14 days.
Weeks 2–3
You meet 4–6 vetted candidates by day 21. Weekly status calls, written candidate scorecards, and full transparency on who's progressing, who isn't, and why.
Weeks 3–8
We negotiate the offer, manage the counter, and stay engaged through the candidate's first 90 days. Our placement guarantee runs 12 months — full stop.
Weeks 9–13+
Engagement models
We meet you where you are. Most roles run retained or engaged — but for the right opportunity, we'll work contingency too.
Retained Search
For C-suite, board-reporting, and mission-critical hires
Engaged Search
For VP, Director, and senior manager hires
Contingency
For roles with shorter cycles or non-exclusive needs
Private equity portfolio companies and multi-search relationships qualify for preferred terms. Ask us on the call.
The Turnkey Recruiting Guarantee
Our placements come with a 12-month replacement guarantee on retained and engaged engagements. If your hire leaves or is terminated for cause within twelve months, we restart the search at no additional fee. No mediation. No fine print. No asterisks.
You'll work directly with a partner — not a junior recruiter handed your search to learn on.
You'll always know where the search stands, which candidates are progressing, and what the next decision is.
We do not recruit out of clients we've worked with. Standard 12-month off-limits — extended on retained relationships.
Our guarantee isn't marketing — it's how we filter the searches we take on. If we don't believe we can find the right person, we'll tell you on the first call.
Recent engagements
Selected representative searches. Details modified to preserve client and candidate confidentiality.
Founder-led manufacturer, family-owned, preparing for a private equity sale within 18 months. Long-tenured CFO retiring. The replacement needed to be sale-ready, PE-fluent, and culturally additive — not a turnaround operator.
Retained search. Required: prior sale-side experience, lower-middle-market CFO seat held for 5+ years, comfort with a hands-on family-owned culture.
21-day shortlist of 5 candidates, all with sale-side experience. 4 advanced to second round. Final candidate placed at day 67.
CFO placed and onboarded ahead of sale process. Sponsor selected, LOI signed 11 months later. CFO remained post-close.
Recently acquired services platform. Founder-CEO wanted to step back from day-to-day operations and focus on growth and acquisitions. Sponsor needed a #2 who could run the business.
Engaged search. Required: prior services-business operator background, multi-site experience, P&L ownership at $30M+ revenue.
Calibrated long list of 24, shortlist of 6 by day 19. Final candidate from outside the industry — but with directly transferable operating experience.
Placement at day 54. Two additional searches commissioned by the same sponsor within 90 days of the first placement.
Founder had personally closed every deal through Series A. Board mandate for a VP Sales who could build a team, install MEDDIC, and own the number — without breaking the founder's customer relationships.
Engaged search. Required: prior VP Sales seat at a $5M–$20M ARR SaaS company, MEDDIC fluency, comfort coaching a founder.
Tight market — narrowed 280-name universe to a 5-person shortlist in 18 days. Founder met all five within 10 days of shortlist delivery.
Placement at day 48. Hit Q2 number in the new hire's first full quarter. Founder calls it the best hire he's ever made.
Second-generation family business. The owner's father had run the books from a paper ledger for 30 years. Time to bring in a real Controller — without disrupting the family-first culture.
Engaged search. Required: prior Controller experience in construction or contractor businesses, change-management instincts, family-business EQ.
Specialized search — narrow vertical. Shortlist of 4 strong fits by day 23. Owner and his father met every candidate together.
Placement at day 61. New Controller stood up monthly close within 90 days. Family-side feedback: "feels like one of us."
Tell us what you're hiring for. We'll tell you on the call whether we're the right partner — and what the realistic timeline looks like.
Leadership
Every Turnkey Recruiting engagement is partner-led. You'll work directly with one of us from intake through onboarding — not handed off to a junior recruiter learning on your search.
Tim leads search delivery at Turnkey Recruiting. Previously Vice President at Vida Group International — the global executive search firm founded in 1982 by his father, Tim Vida Sr. — Tim has spent his career placing senior leaders across finance, operations, and revenue functions for growth-stage and private-equity-backed companies.
Tim brings deep market knowledge, an active network of senior operators built over a decade in the field, and a track record of partnering with founders and sponsors on the hires that matter most. He holds a Bachelor's degree in Marketing from New Mexico State University.
Ricky founded Turnkey Services in 2022, building a multi-brand professional services platform that today serves growth-stage businesses across finance, web, technology, and executive search. Turnkey Recruiting represents the talent arm of that platform.
Clients benefit from a search firm backed by a broader operating ecosystem — financial reporting partners, technology and automation expertise, and an active relationship network across the small-to-mid-market segment we serve. Every search Turnkey Recruiting runs is supported by that wider infrastructure, giving clients more than just a placement: a partner who understands the business behind the seat.
Common questions
Most of our clients are companies between $5M and $250M in revenue — growth-stage, founder-led, or sponsor-backed. We also do portfolio work for private equity firms with platforms in that revenue range. We don't typically work with public companies or sub-$5M startups; the search dynamics are different and other firms are better positioned.
Two things. First, every search is partner-led from intake through onboarding — you'll never be handed off to a junior recruiter learning on your search. Second, we source from passive talent, not from job boards or the same five competitor companies. The people you actually want to hire aren't looking for jobs; they need to be found and engaged personally. That's most of our work.
On a retained or engaged search, you'll have a calibrated shortlist of 4–6 candidates in your hands within 21 calendar days of signed engagement — each one screened, vetted, and confirmed interested in your role. That's our standard. If a search runs into a tighter talent market and we need a few more days, we tell you on day 14, not day 30.
On retained and engaged searches, our placements come with a 12-month replacement guarantee. If the hire leaves voluntarily or is terminated for cause within twelve months, we restart the search at no additional fee. On contingency engagements, the guarantee runs 90 days. We honor it, full stop — and we build that risk into how we vet candidates from day one.
Yes. We negotiate the offer on your behalf — base, bonus, equity, signing, relocation, severance. We've done this enough to know what's market, what's negotiable, and where candidates push back. You set the parameters, we run the conversation, and we manage the counter-offer dynamics from the candidate's current employer.
We don't recruit out of clients we've worked with. Standard off-limits is 12 months from final invoice on engaged and contingency searches. On retained relationships and multi-search engagements, off-limits extends to 24 months. Companies that engage us repeatedly get a multi-year off-limits guarantee — the protection scales with the relationship.
Yes. We're headquartered in Austin but our work is national. Most of our searches are remote or hybrid by design — the candidates we source are wherever the best talent lives. We've placed candidates from Boston to San Diego, and we'll travel for client meetings when it matters.
A 20-minute call. We'll talk through the role, the compensation, the realistic candidate pool, and the timeline. If we think we're the right partner for this search, we'll send a proposal and engagement letter within 48 hours. If we're not, we'll tell you on the call — and where appropriate, we'll point you to a firm that is.
Start a search
A 20-minute call with one of the partners. We'll walk through the role, the realistic talent pool, the comp range, and the timeline — and tell you honestly whether we're the right partner for this search.
Or call us at (512) 555-1234
Don't have all of this nailed down? That's fine — we'll help you scope it on the call.