The Complete Guide to the Executive Search Process in Denver

When Denver companies need to hire leaders who can drive growth, lead teams, and bring ideas to life, they often turn to executive search partners. But what does that process actually look like? And how do you know you’ve found the right partner to bring your critical roles across the finish line?

At High Altitude Recruiting, we’ve worked with startups, mid-sized companies, and growing enterprises across Colorado to fill key leadership and team-level positions. Whether you’re a CEO who needs a right-hand operator or a Head of HR juggling multiple priorities, we step in as an extension of your team. Think of us as your fractional recruiting arm. We plug in where you need help and stay focused on what matters most: hiring the right person, not just filling the role.

This guide breaks down how our executive search process works, who it’s best for, and why it continues to drive results for our clients in Denver.

Who We Work With

We specialize in supporting time-crunched executives, HR leaders, and operations teams who need to make key hires without slowing down the rest of their business.

Typical roles we fill:

• COO, CFO, and VP-level executives

• Director and Senior Manager positions across departments

• Individual contributors in high-impact areas like marketing, operations, and talent acquisition

  
  

FAQ: What is the average cost of executive search?

We focus on Director-level and above roles using a retained search model. For these positions, we charge 17% of the first-year base salary. For Senior Managers and below, we offer a flat fee option. This pricing model reflects the level of rigor and seniority involved in each search, and we’re upfront about it from day one.

Our Executive Search Process

1. Discovery + Alignment

Every engagement starts with a real conversation. We ask questions about your team, company goals, culture, and the pain points that led to this search. We don’t just ask for a job description. We want to know what success looks like in 12 months and what kind of leader will thrive in your environment.

2. Search Strategy + Market Mapping

We build a custom search plan using our internal database, outbound sourcing, and competitive market research. We identify where your ideal candidate is likely working now and what it will take to engage them.

3. Outreach + Engagement

Our outreach isn’t templated. We connect with potential candidates one-on-one, and we keep your brand front and center. We take your vision and help candidates see the opportunity the way you do.

4. Interview + Scorecard Support

Once candidates are interested, we run them through our structured screening process. We dig into motivation, leadership style, problem-solving ability, and culture fit. We also help clients create clear scorecards to compare candidates objectively.

5. Finalist Presentation + Offer Support

We present vetted finalists with insights you can’t get from a resume. From there, we support your interview process and help with offer strategy to ensure your top pick signs on.

6. Onboarding + 90-Day Check-In

Our work doesn’t end at the offer. We stay in touch during onboarding and check in with you and the new hire at 30, 60, and 90 days. That feedback loop helps everyone start strong.

FAQ: What is the difference between executive search and headhunter?

Honestly, in my opinon that isn't much. A good executive search firm is a headhunter. We are finding candidates for you that are passive. A good executive search firm doesn't post!

Real-World Examples

Hiring a COO for a Growing Denver Company

One Denver-based CEO had big ideas but no one to help execute them. He didn’t need another visionary. He needed a quarterback.

We helped him define the scope of a Chief Operating Officer role, built a shortlist of candidates with experience scaling teams and translating founder vision into results, and placed a COO who became his most trusted partner. Within six months, the company launched two new verticals and tightened operational performance across the board.

Hiring a Marketing Manager for a Startup

A fast-moving consumer startup came to us looking to grow their online presence and build brand awareness, but they didn’t have an internal HR or marketing leader to drive the search. We partnered with the founder to define the role, handled all candidate sourcing and outreach, and placed a Marketing Manager with a strong background in social media growth and influencer partnerships. The company saw a 40% increase in engagement within the first quarter of hire.

FAQ: How long does it take to do an executive search?

Each role is different. For example, a Director role on average takes us 6-weeks, from launch to start-date. For c-suite, calendars can extend the search on average 1.5-2 months, our average c-suite search takes 45-days.

Why Work With Us

We’re not a volume-based agency. Every search gets our full attention. We prioritize quality over speed and partnership over transaction. Our clients often tell us we feel like part of their team—and that’s by design.

Whether you’re scaling up or replacing a key leader, we help you hire with clarity and confidence.

To learn more about High Altitude Recruiting including how we work and who we serve, visit our main hub.