The Founding Story of Offor: Building Equity and Purpose into Executive Search
Key Takeaways
Offor was founded to transform executive search by addressing systemic inequities and creating genuine pathways to leadership for talented individuals often overlooked by conventional hiring practices.
Our mission is deeply personal—rooted in my experiences watching capable, qualified leaders struggle to break into top roles despite their talent.
Offor champions a purpose-driven, equity-focused approach that goes beyond traditional hiring, ensuring every candidate and organization finds a meaningful, mission-aligned match.
When the Conventional Path Fails Too Many People
I never set out to start a company. There was no business plan in my back pocket, no “disrupt the industry” agenda. Offor wasn’t born from ambition—it was born from frustration.
For years, I watched talented, capable people—people who had poured themselves into their work, proven themselves, sacrificed—hit the same walls in executive hiring. They were being overlooked because they didn’t fit some narrow, conventional mold. They didn’t have the right network, the “right” background, the Ivy League degree. And for these reasons alone, doors stayed closed.
This wasn’t just an industry flaw; it felt personal. I saw the real cost, the potential left behind. The way these doors stayed closed was more than frustrating; it was unignorable.
I watched it happen again and again, and I couldn’t look away. “I saw brilliant people—people who could have made incredible impact—being turned away, not because they weren’t capable but because the system wasn’t built to see them.”
When the conventional path fails too many people, it’s time to make a new path.
The Moment It Became a Mission
There was one day, one conversation, that finally set things in motion. I was sitting across from a candidate—a leader who had everything. Vision. Commitment. Courage. She had the drive to make things happen. But she didn’t have the “pedigree.” She didn’t have the Ivy League degree, the right connections, or the network that often opens doors.
“I remember thinking, I can’t let another brilliant leader go unseen because they don’t check some arbitrary boxes.” That conversation was my breaking point. I realized I couldn’t sit back and hope for the industry to change on its own.
I had to do something. If I wanted to see a different approach to leadership hiring, I’d have to build it myself. That was the moment Offor became more than an idea—it became a mission.
Building Offor: A New Kind of Executive Search Firm
When I launched Offor, I was determined to do things differently. I wanted to change the way organizations thought about leadership, to redefine what makes someone a “fit.” I wasn’t interested in simply filling roles. I wanted to create pathways for leaders who reflect the diversity, grit, and potential of the communities they serve.
Offor’s approach would be intentional. I didn’t want to place leaders—I wanted to elevate them. Each candidate would be valued not just for their resume but for who they were and what they stood for. I knew building the right leadership teams required going beyond surface-level metrics and digging into character, resilience, and values.
The truth is, diverse leadership isn’t just a social goal; it’s a strategic advantage. Research shows that “companies in the top quartile for gender diversity on executive teams were 25% more likely to experience above-average profitability than companies in the bottom quartile.” (McKinsey & Company, Diversity Matters Even More). This isn’t about checking boxes; it’s about building teams that perform better because they bring more perspectives, experiences, and strengths to the table.
So, we designed every part of Offor’s process to go deeper. The Talent & Culture Audit uncovers what an organization truly needs. Our unbiasing sessions dismantle outdated assumptions, challenging everyone in the room to expand their view of what a leader can look like. And our Executive Integration doesn’t stop at placing a leader—it’s about supporting them as they make their mark.
I wanted Offor to ensure that every candidate felt seen, every client valued diverse voices, and every placement was more than a fit—it was the right fit, the lasting fit.
Living Out Our Values: A Mission in Action
Since those early days, Offor’s process has grown, but our mission remains the same. We don’t just look for leaders who check the right boxes; we seek those who bring empathy, resilience, and vision. Leaders who challenge the status quo, who build spaces where everyone can show up and be heard.
I wanted our commitment to equity to be more than words. Today, over 70% of our candidate network identifies as Black, Latine/x, or Asian. This work isn’t about checking boxes; it’s about building leadership teams that truly represent and understand the people they serve.
I wanted Offor to be the kind of firm that doesn’t just talk about diversity and inclusion but lives it. Every decision we make is grounded in a commitment to real change, from the candidates we support to the clients we advise.
And our commitment doesn’t stop once a leader is hired. The Executive Integration phase is Offor’s way of ensuring every leader has the support to succeed long-term. New hires don’t just enter a new job—they step into a supportive, purpose-driven environment built to sustain them.
Why Our Mission Matters Now More Than Ever
Leadership today demands more than just hitting targets. Organizations are no longer satisfied with “business as usual.” They’re looking for purpose, for alignment, for leaders who care about people and the future they’re building. And that’s where Offor comes in.
My vision for Offor was never about just opening doors; it’s about reshaping the spaces those doors lead to. I want our work to go beyond placements on a spreadsheet. I want to build teams that are bold, inclusive, and transformative. I want Offor’s placements to make an impact—to inspire positive change and create lasting equity in leadership.
For me, success isn’t just about the number of roles filled. It’s about the lives impacted, the barriers broken, and the leaders who go on to make a difference not just for themselves, but for their communities. It’s about leadership that’s resilient, compassionate, and grounded in purpose.
Final Thoughts on Rewriting the Rules of Executive Search
For me, Offor has always been about something bigger than executive search. It’s about reimagining what leadership can look like and building a world where every capable, driven leader has the chance to step forward. I founded Offor because I believe that the best leaders are those who have the courage to show up fully, with all their experiences, perspectives, and values.
Leadership isn’t about conforming; it’s about contributing. It’s about creating space for others to grow, to be seen, and to make their own impact. As we move forward, I’m committed to Offor’s mission more than ever—not only to help organizations find great leaders but to help them build cultures where those leaders and their teams can thrive.
Thank you for being part of this journey. Here’s to a future where leadership is bold, inclusive, and built to last.
Next Steps: Leadership isn’t just about filling a role—it’s about creating a movement. Offor was founded to make sure that every leader, regardless of background, has the chance to make a real impact. As you build your own purpose-driven team, remember that the most effective leaders are those who bring authenticity and resilience to everything they do.
Ready to build a leadership team that truly reflects your mission? Book a free call with Offor to discover how we can help you find the leaders who will drive lasting change for your organization.
Offor is here to champion leaders who dare to do things differently. Let’s build what’s next.