WE BELIEVE you should hire someone who shares your goals and vision, not someone who just has the right resume.
WE BELIEVE the people you hire should be running to you, not away from something (or someone) else.
WE BELIEVE finding the right candidate requires understanding your business and challenges, not just a database.
Lundwall Group is exclusively focused on senior sales, marketing, product, operations and finance roles. We use our domain expertise, relationships, and extensive resources to find the best people to join and grow your business.
Partners at Lundwall Group have all hired and managed their own teams. We have held roles in, managed or worked directly with Sales, Marketing (Brand, Acquisition, Sales), Product or Operations.
Our years of industry experience, and executive recruiting since 2007, have built a network that provides us access to today’s top talent.
We work on a limited number searches per year and assign at least two partners to every search, diving wide and deep into candidate pools.
days average search time
from contract to offer
of people still in role
of searches are
director level or above
of clients were referred to us
I spoke to other search firms in the space and was frustrated by their lack of knowledge regarding the industry and their incomprehension of our business and culture. This was not the case with Jeff’s team. Working with them was both refreshing and extremely productive.
They have a unique approach and intimate understanding of both our organization and the candidates, which results in a positive outcome. We found the right people, at the right levels, quickly and efficiently.
Chris Batty – President, Velocity Made Good
(former Publisher, Quartz & VP Sales Gawker Media)
We’ve filled positions across the industry
and across the country—from start-ups to media giants.
Our hiring needs ranged across levels and regions (Atlanta, Boston, Dallas, New York, San Francisco, and Detroit) and involved multiple hiring managers. Despite the complexity of the situation, they were able to identify highly qualified candidates in a short period of time, resulting in fantastic hires that have yielded great results for us since they joined the company.
Meredith Levin – COO, The New York Times
Great hires often come from internal referrals. Talk to your network and incent your team to leverage their social power to find candidates...but put a time limit on it.
Now is the time to get some outside help and you have a decision to make, contingency or retained.
Contingency firms do not require exclusivity but that also means they are not focused on your needs, typically working on 50+ projects at one time. They do not dedicate resources to understand your business or vet candidates.
We require exclusivity with respect to a position, but only take on a limited number of searches per year. This allows us to focus our resources and energy on sourcing and reviewing candidates, delivering 5 to 7 highly qualified candidates rather than dozens of resumes. We do the heavy lifting, allowing you to focus on your business.
Terms negotiated, dotted-line signed, off to the races!
We work with you to create a list of the key requirements for the role, prioritizing them and setting a clear roadmap for finding the right candidates.
We meet with your internal stakeholders to get a complete view of the culture of the business and the intangibles that will lead to a successful hire.
We are the magnet. We do extensive research to find the right people and present them with an interesting opportunity—yours.
We screen and meet with candidates developing a list of recommendations. We dedicate our time to this exhaustive process, not yours.
We will present a list of candidates who are interested in the opportunity and help you decide who to meet based on compensation, level, background, and other factors that are key to your business.
We schedule interviews with candidates, getting your feedback on each throughout the process.
If needed, we use your feedback to find more candidates resembling the ones you like.
Getting down to a short list, your internal stakeholders get involved for further evaluation of team and culture fit.
We work with your team to negotiate the deal (salary and benefits) and get your new “A Player” in the office as soon as possible.
From filling an immediate need to long-term succession planning, there are four key ways in which we work with clients.
Immediate Need: Retained Search
Designed to provide a focused search to fill a specific position. We will conduct a custom search managed by two no less than Partners with the most relevant experience for the search. Exclusivity for the period of the search is required along with an upfront retainer. Average search time is 59 days from contract to offer (excluding one standard deviation).
Short-term Need: Feasibility Study
Provides an objective perspective when you are considering promoting an internal candidate, or making a change to management. Within 30 days we will provide you with a list of no less than 15 external candidates for the position in question with summarized background information and our opinion on why their experience would be relevant to the role.
Mid-term Need: The Bench
Ideal for hiring managers expecting growth and/or turnover in the coming quarters. The Bench identifies appropriate talent based on experience, skill, geographic location, and seniority. We will vet candidates to determine if they have the required experience and culturally fit. We will provide a monthly report of 7 to 10 appropriate candidates, including: candidate name, current position, company, and a brief rationale for inclusion.
Jeff’s team understands the challenges of hiring in a start-up environment (timing, stretched resources, evolving culture, etc.) and worked within our constraints to find great additions to our team. Additionally, Jeff’s team has provided invaluable advice on how to effectively build our team and industry best practices. This is why Jeff’s team is Business Insider’s exclusive sales and marketing recruiter.
Julie Hansen – (former COO/Publisher, Business Insider)
Before launching Lundwall Group in 2016, Jeff was a founding and managing partner of Mercury Group, his first executive search business, for nine years, beginning in 2007. Prior to that, Jeff led various media sales and business operations teams for more than a decade. He was an Associate Publisher at Condé Nast Digital, where he helped grow staff and revenue 5x over four years. As an early digital adopter, Jeff helped launch The Industry Standard, “the news-magazine of the Internet economy” specializing in areas where business and the Internet overlapped, it was later referred to as “the bible” of the Internet economy. He has also co-founded three content sites where he managed sales and business development, and was involved with early web video and widget development projects.
Judy joined Lundwall Group in 2016 after spending 8 years in executive search as a partner at Mercury Group. Prior to that, she spent more than three decades at both digital and traditional advertising agencies, leading client teams including DeBeers, American Express, Samsung and Kraft. She held the position of SVP at Digitas for nine years, and was also NY Marketing Capability lead where she was responsible for resource management, staffing, and personal development of a 150+ department. She served as Director of Client Services for Blue Marble ACG, after time spent at Ayer and DDB. Judy is also a certified executive coach.
Shara was a media sales operations expert before becoming an executive recruiter. Prior to partnering on the launch of Lundwall Group in 2016, Shara spent five years as Partner and Research Director at Mercury Group, another highly successful executive search firm in media, marketing, and advertising. Prior to her career as an executive recruiter, Shara was Account Services Director at BuzzMedia where she led the NY office of Account Managers. Prior to that, Shara was Director of Client Services and Marketing at A Small World where she hired and managed a team of ad operations, marketing, product, and campaign managers. Shara began her career at Condé Nast Digital where she worked up the ranks from Sales Associate to Business Director, where she worked with the sales team to analyze traffic trends and manage inventory.