Services

Offor is an executive search & integration firm helping founders, first-time CEOs, and boards build the just-right executive team for their stage of growth.

The Offor Method

The Offor Method leverages research from decision-making theory, The Racial Equity Institute’s Ground Water Approach, and Offor’s data from over a decade of growing teams at different stages of growth. Armed with this carefully curated approach, we help you build the just-right executive team for day one, year one, and your next stage of growth. Schedule a consultation to see if we can help.

Executive Search & Integration (™)

Be (and look) so good that great candidates cannot ignore you -- and build an integration cabinet so strong your new hire cannot fail.

You’ll talk to prospects, star as a guest on Offor’s podcast, and get feedback about whether candidates are impressed. We’ll help you and your new executive build the right alliances and team around them. We’ll give you (and them) feedback about what’s working.

You’ll get:

  • An executive or executive team ready for day one, year one, and beyond.

  • A team and board who believe in the executive team you are building. Even if their person didn’t get picked. Even if they wanted the job. Even if they dislike search firms.

  • A new hire who isn’t stumbling through the politics and culture traps of joining a new organization; instead, your new executive will feel like someone you’ve known for years

Talent & Culture Audit (™)

Uncover the unspoken rules of success for the search and for your new hire

Armed with Transition Audit insights, you’ll close the gap between you and your just-right executive. By leading with strengths; owning or addressing challenges; but, never hiding either of them. If, after the Transition Audit, we mutually agree Offor can help, together, we launch an inclusive search.

You’ll get a:

  • 1-hour executive debrief

  • Transition Memo for Candidates

  • Talent & Culture Audit Deck for the hiring manager or board

Advisory

Learn how to build your executive dream team or board — and get hands on coaching and advice while you do it

Talent decisions are the most consequential decisions in any company. You’ll work with a talent advisor at each moment.

Examples of Advisory experiences:

  • Coach and advise you in building your team as you scale to your first $3M

  • Evaluate leadership team to identify if internal CEO successor exists and CEO skills to be developed

  • Show hiring managers and recruiters how to prioritize efficiency, equity, and excellence so you only engage Offor for your most consequential c-suite searches

Schedule a 45-minute consultation to explore whether Offor can help.

  • “We had a really clear picture of the culture of our organization going into the search. We were pushed by our key point of contact at Offor about what are the [right] profiles of candidates. We had excellent top candidates in the semifinalist pool, and a cross-section of the organization was deeply engaged in the process. much so that, by the time we got to the decision, people felt like they were heard and their voices were respected in the decision making, and so the team came along with us. They felt vested in the success of the new CEO.”

    Shruti Sehra, Managing Partner, New Profit & Board Chair, The New Teacher Center

  • “[After my firm’s search,] I was on the board of another organization, and we were talking about which search firm we're going to work with…I said without hesitation, ‘We need to work with Offor because that will achieve the best possible outcome, not only in the candidate that we want from day one when the search process ends, but a year from now when we actually have the candidate in the role for a year, and wanting to see this person not just be a great fit on day one, but a great fit one year, 3 years, 5 years from now.’”

    Nithin Iyengar, Partner & Head of San Francisco Office, The Bridgespan Group, Board Member, New Teacher Center

  • “In every conversation that we had with Offor, we felt like we were learning really valuable and important insights both about our own organization, about the leaders in the field who may or may not be interested in coming to work here... Although we knew that Offor was going to push us, we knew they were also going to make sure that we got to the best impact for our clients, for the field, and for our work. Our first search with Offor was so successful (and we can claim very little credit for that -- Offor's Search and Integration made that happen) that we did a second one."

    Rebecca Gifford Goldberg, Senior Strategic Partner, Bellwether

Frequently Asked Questions

  • Offor works with founders, CEOs and boards who desire a different kind of executive search and are ready to hire someone who is better for them for the role at hand. They are ready to make the time required to be a full participant in the search process at the most critical moments, are ready to confront the brutal facts about what’s going on in their organization and be transparent about that with potential candidates, and are open to adopting and setting up the conditions for success for their new hire to thrive on day one, in year one and beyond.

  • You might need an executive search firm if you have a need for a high-stakes hire in a role you are not an expert in and the network or capacity to fill that hire does not exist inside your organization. You may also need an executive search firm if your hiring practices have yet to yield the results you desire and you want to upgrade your processes to stop hiring for resumes and start hiring for technical skills and values alignment.

  • We will ask questions to understand your situation and stage of growth, why you think you need a firm, what you are looking for in a partner, and whether we think Offor is best positioned to help. If we don’t think we’re best positioned to help and know someone who can, we will make a recommendation and connection on your behalf.

  • Our method works. We take the time to go deep and provide a customized experience for you, your internal stakeholders and the candidates in your orbit. Our matches stay, and our clients consistently remark that our work is transformative. Our goal is for our clients to adopt our methods over time so that, eventually, they can run The Offor Method inhouse themselves and only partner with Offor for their most consequential hires.

  • To answer this question, we’d have to understand what you mean by “diversify.” People are not inherently diverse, and if the conditions do not exist within your organization for executives from backgrounds different from yours to thrive, they will eventually leave, and you will have to re-do the search. Offor conducts the Talent & Culture Audit(™) to ascertain what is in the water and the conditions for new hire success. We cannot guarantee that a hire will be from any particular background, but we can guarantee that if we partner for a search, we will find a match for your organization and your growth stage.

Past Clients