EXECUTIVE HEADHUNTING — AI LEADERSHIP

WE HEADHUNT 

AI-NATIVE EXECUTIVES.

The best AI executives aren't looking. They never are.

Because it's not a role you're hiring for — it's a capability you're building.

That's who we headhunt for you.

START THE HUNT
START THE HUNT

The game-changers redefining executive roles.

AI fluency isn't a bonus anymore. It's the baseline.

The executives other companies want to keep own a capability stack — automated workflows, AI guardrails, humans and machines working together.

They're in demand. That's exactly who we hunt for you.

AI-NATIVE LEADERS.

The visionaries.
They set the AI agenda for the entire business.

  • Chief AI Officer (CAIO)

  • Chief AI Scientist

  • Chief AI & Data Officer (CAIDO)

  • VP / Head of AI

AI-ENABLED EXECUTIVES.

The Operators.
They embed AI into their functions and team.

  • Chief Technology Officer

  • Chief Product Officer

  • Chief Marketing Officer

  • Chief Financial/ Revenue Officer

  • Chief Information Security Officer

AI-EXECUTION
EXPERTS.

The Builders.
They turn AI strategy into real world outcomes.

  • VP / Head of AI Transformation

  • AI Agent Architect

  • AI Product Manager

  • AI Solutions Architect

  • Head of Machine Learning

  • Head of Automation Systems

We Headhunt.
WE DON’T RECRUIT.

We go after the ones who aren't actively looking.

Every hunt starts with three profiles — your company, the role, and the person. We define all three before we start.

80%

90%

93%

of the executives we place weren't looking for a new role.

We go after the ones others can’t reach. The people their companies want to keep.

of roles we hunt require hybrid or specialist AI skills.

We go after the ones others can’t reach — the people their companies want to keep.

of roles we headhunt are new or completely restructured.

Which means the brief doesn't exist yet — and that's exactly where we start.

Don't have the position description yet? That's normal. We'll help you define the role, set the KPIs, and build a 30, 60, 90 day performance framework before the hunt begins. Most headhunters wait for your brief. We help you write it.

We know what exceptional Looks like.

We work with a small number of companies where the role is complex, the stakes are high, and the right hire genuinely changes the business.

With a background in building and implementing AI — we understand what a high-calibre AI executive actually looks like in practice. Not just on paper.

That's how we find the people others can't.

Elizabeth mcdonald

Director

Linkedin
Linkedin

Frequently Asked Questions

  • Honestly? Rarely is it just money.

    Yes, at a minimum the package needs to stack up — nobody moves backwards. But the reasons people make a move are as individual as the person. A step up. A company whose direction genuinely excites them. A culture that fits better. A chance to build something from scratch rather than inherit someone else's playbook. Location. Autonomy. The size of the AI agenda they'd be owning.

    Our job is to find the real motivation — and that only comes from a human conversation, not an algorithm. You can't prompt your way to trust.

  • Recruiting is reactive. A job goes up, candidates apply, you pick from who shows up. Headhunting is the opposite. We identify exactly who you need, find them wherever they are, and make a compelling enough case to move someone who wasn't looking. Two very different processes. Two very different outcomes.

  • Anywhere from 3 to 6 weeks. It depends on the complexity of the role and how sharp the brief is. Candidates want all the details and deliverables.

    That's why we invest time defining the role properly before we start — a precise brief makes for a faster, more targeted hunt.

  • No — and that's deliberate. Every hunt is a fresh, complete headhunting cycle. We don't recycle names from a database. We go and find the right person for your specific role, company, and culture.

  • No two roles, companies or candidate are the same. If it's a senior AI leadership role, it's likely in our wheelhouse. Get in touch and we can go through it together

  • Always. Nearly every role we headhunt the PD doesn't fully exist yet.

    We help you define the role, set the KPIs, and build a 30, 60, 90 day performance framework before we start hunting.

  • We predominantly hunt within Australia — for global companies with Australian teams and Australian businesses hiring the best person regardless of where they sit. If the right person is overseas, we'll find them.

  • Collaborative, honest, and straightforward. We're here to guide the process, bring ideas to the table, and keep things moving.

Let’s start YOUR hunt, TODAY.

Drop your details in here and we’ll be in touch.