C&T is the only truly data-driven executive search firm with full access to the best.
We are Talent Engineers who have learned from the best
We leverage our industry-leading database in conjunction with AI to deliver leaders who succeed.
Unlike the largest firms, C&T is not bogged down by extensive hands-off lists and an innefficient process that only serves up a fragment of the best.
we continuously career track the highest performers in every discipline and every market we serve so at the beginning of every search we already know the star players
We are transparent and will never take on a project unless we have access to at least 90% of the definitive best
C&T is the only firm with a full time dedicated Researcher committed to capturing the complete ecosystem of every relevant leader within all competitors and all related companies.
SHREKTs are full of 'hands-off' policies that ensure mediocre talent access and render them unable to capture the definitive best
C&T is the only truly Data Driven executive search firm. We leverage our industry leading database in conjunction with AI to deliver leaders who succeed. (Need More content here)
Unlike the largest firms, C&T is not bogged down by extensive hands off lists and a standardized process. Instead, with C&T’s OnPoint system, we approach every search hands-on, combining a deep understanding of market dynamics with a rigorous, tailor-fit search process, to identify executives who not only excel in their fields but also align seamlessly with your organizational culture and strategic goals.
From C-Suite roles to VP’s, our approach goes beyond matching skills on paper, at Christian & Timbers, we deliver leaders who succeed.
combining a deep understanding of market dynamics with a rigorous, tailor-fit search process, to identify executives who not only excel in their fields but also align seamlessly with your organizational culture and strategic goals. From C-Suite roles to VP’s, our approach goes beyond matching skills on paper, at Christian & Timbers, we deliver leaders who succeed.
Hiring the wrong executive can cost millions. That’s why our Onpoint approach goes beyond just finding great candidates – we find the best possible match for your company’s culture, vision, and long-term strategy. Our meticulous process ensures that 97% of our placements still thrive in their roles after two years – an industry-leading retention rate that outperforms the competition.
What drives this success?
The result? Executives who stick around, continue to excel, grow, and drive impact.
At Christian & Timbers, we don’t just fill roles—we place leaders who drive real impact. Our placements have generated over $50 billion in enterprise value, fueling industry-defining growth and innovation. This is the result of our data-driven process, deep talent expertise, and AI-powered insights. We engineer success by securing transformational leaders who deliver value from day one.
Average time to completion: 72 days vs industry average of 128
90% plus access to the best
3X the resources for every search
In today’s interconnected world, top talent knows no borders — and neither do we. C&T’s research team operates on a global 24/7 clock, spanning multiple continents and time zones. While other firms are off the clock, our international team is market mapping and engaging the definitive best, our OnPoint model means search progress continues around the clock, drastically accelerating time-to-hire.
This, combined with our industry-leading database, allows for an average completin time of just 72 days.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
C&T conducts market research and maps the complete candidate ecosystem. This involves identifying active and passive candidates through databases, networks, and industry knowledge. After agreeing on scorecarding we will first target the best already known candidates that would drive desired predictive outcomes.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T will coordinate along with the company team all aspects of the offer ensuring that the candidate selected will accept. In the final hours managing with precision is essential.
C&T drafts a search brief that outlines the role, responsibilities, and desired qualifications, along with details on compensation, reporting structure, search strategy and other key elements. C&T also often provides additional critical business intelligence.
C&T presents long list of top candidates with detailed candidate profiles and their scorecards from initial conversations.
C&T works with the company and set of finalists to gather and prepare the information needed to finalize the candidate to hire. These include references, compensation data, and final qualitative assessments.
C&T provides support during the critical onboarding phase of the newly hired executive.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, key business objectives, discuss any internal assessment alignment. Begin to define search strategy and scorecard.
C&T drafts a search brief that outlines the role, responsibilities, and desired qualifications, along with details on compensation, reporting structure, search strategy and other key elements. C&T also often provides additional critical business intelligence.
C&T conducts market research and maps the complete candidate ecosystem. This involves identifying active and passive candidates through databases, networks, and industry knowledge. After agreeing on scorecarding we will first target the best already known candidates that would drive desired predictive outcomes.
C&T presents long list of top candidates with detailed candidate profiles and their scorecards from initial conversations.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
C&T works with the company and set of finalists to gather and prepare the information needed to finalize the candidate to hire. These include references, compensation data, and final qualitative assessments.
Together, C&T will coordinate along with the company team all aspects of the offer ensuring that the candidate selected will accept. In the final hours managing with precision is essential.
Together, C&T will coordinate along with the company team all aspects of the offer ensuring that the candidate selected will accept. In the final hours managing with precision is essential.
C&T provides support during the critical onboarding phase of the newly hired executive.
Meet with key stakeholders: gain in-depth insight into the role, organization, culture, and key business objectives, and discuss any internal assessment alignment. Begin to define the search strategy and scorecard.
C&T drafts a search brief that outlines the role, responsibilities, and desired qualifications, along with details on compensation, reporting structure, search strategy and other key elements. C&T also often provides additional critical business intelligence.
C&T conducts market research and maps the complete candidate ecosystem. This involves identifying active and passive candidates through databases, networks, and industry knowledge. After agreeing on scorecarding we will first target the best already known candidates that would drive desired predictive outcomes.
C&T presents long list of top candidates with detailed candidate profiles and their scorecards from initial conversations.
Together, C&T and the company interview candidates simultaneously, pruning and adding to the candidates in process. Feedback is critical here; this is typically where the most relevant candidates emerge.
Together, C&T will coordinate along with the company team all aspects of the offer ensuring that the candidate selected will accept. In the final hours managing with precision is essential.
C&T works with the company and set of finalists to gather and prepare the information needed to finalize the candidate to hire. These include references, compensation data, and final qualitative assessments.
C&T provides support during the critical onboarding phase of the newly hired executive.
