About CareerBoost Partners

The person running your search

I am Moe Hassan. I have never been a recruiter. I spent twelve years getting strangers with budgets to take meetings they had not planned to take, which is the entire job of an executive search.

Moe Hassan, founder of CareerBoost Partners
Moe Hassan. Twelve years in lead generation before any of this was about executives.
01

I am not a recruiter. That is the qualification, not the gap.

A recruiter's craft is judgement. Given a role and a stack of candidates, they know who fits. Real skill, and it matters in the last stretch of a process.

That is not where your search will stall.

You will not lose the role because you sat in front of the panel and performed badly. You will lose it because you never got in front of the panel.

Getting a busy executive to take a meeting they had not planned to take is not a recruiting skill. It is a demand generation skill.

Only six of the twenty-six things an executive search requires are recruiting work. Here is the other twenty
02

Executive hiring is a purchase. I have spent twelve years selling into purchases.

I founded CareerBoost Partners in September 2023. Before that, twelve years as a founder running lead generation for my own business and for clients of my marketing agency. My MBA is in marketing.

That is the whole background, and it produced one idea.

A company paying $250,000 for a leader is making a business decision, and somebody inside that building owns the problem the hire is meant to fix. Same shape as a B2B campaign. Find the accounts with the problem. Work out what the buyer needs to believe. Get in front of the person who decides.

Everything here follows from that. The resume is a sales asset. The profile is a landing page. The target list is a market.

Your career history is not the product. The problem you solve is the product. Your history is the evidence.
03

Our first client already had the documents. What he needed was for someone to see them.

He came to us for an executive resume and a LinkedIn profile, which was all we sold at the time. Then he asked whether we could run the search as well.

We said yes, and we ran it the only way I knew how. As a lead generation campaign. We built the target list, wrote the outreach and sent it under his name.

What produced results was not the document. It was the messaging, and the strategy behind who we contacted and what we said to them. He accepted an offer within two months.

That was the first time anyone had applied a lead generation approach to an executive search, at least in our world, and it taught us the thing the resume industry does not say out loud.

You can have the best resume ever written. It is worth nothing if nobody reads it.

So we stopped selling documents and started running searches.

04

We rewrote one client's resume three times. Nothing worked. The resume was never the problem.

That was the first correction. The second one came later and cost more.

Strong background. Good document. More than a hundred applications, no interviews.

So we rewrote it. Then again. Then a third time. Same result.

Then we stopped rewriting and asked a different question. What problem does this person solve that a company would pay $250,000 to fix?

That produced a positioning. The positioning changed which companies we approached and who inside them. The next campaign produced interviews.

The resume is not the starting point. It is what you build once the positioning is settled.

I would rather tell you about the search that was failing than the ones that were not. It is the one that taught me something.

05

We run everything up to the meeting. You take it from there.

VPs, SVPs and C-suite. $200,000 and above. United States and United Kingdom. Most of our clients are employed and searching quietly.

We work out which problem a company is hiring to fix, position you against it, then build the resume, the profile and the target list on that positioning. Our team runs outreach to the decision-makers who own the problem, under your name.

You take the meetings and you close the offer.
06

Twenty-three executives placed. It would be more if we took more clients.

2
searches per associate A limit we set, not a description of how busy we happen to be.

That cap is the reason the number is twenty-three and not two hundred. We could raise it tomorrow by lowering the standard. That is the trade we are not making.

Every search has a named team.

Positioning strategist
Works out which problem you are positioned to solve, and what the market should read you as.
Client campaign coordinator
Your point of contact. Brings you what came in, what went out, and what needs your call.
Campaign operations associate
Runs the daily work: the list, the sending, the replies and the scheduling.

We work remotely from the United States, the United Kingdom and Pakistan.

The strategy is mine, personally, on every search
Positioning, the target list, and the decision about who to approach come through me. The team runs the campaign day to day.
07

Three reasons not to hire us

I would rather disqualify you now than three weeks in.

  • 01
    Below $200,000, or outside the US and UK
    The method depends on decision-maker data we do not have everywhere.
  • 02
    You want volume
    Nobody here will apply to a hundred jobs a week for you. That is a different service and some people do it well.
  • 03
    You need an offer in three weeks
    A positioned campaign takes months. Anyone promising faster is lucky or selling.
08

Thirty days to walk away with your money back. After that, we only profit when you land.

In the first thirty days, one of two things can happen.

Either we tell you we cannot generate demand for you, give you your money back, and stop. Or you decide you are not satisfied, for any reason or for none, and you walk away with your money back. We do not ask you to justify it and we do not try to talk you out of it.

If after thirty days either of us has lost confidence in this working, continuing wastes your money and our time. That window exists so both of us can find out.

The clock starts the day your first outreach goes out, not the day you sign. That is deliberate. What I am claiming is that we can generate demand for you, and nothing about that claim can be tested before a single email has been sent.

Signing
no clock yet
Launchfirst outreach sent
30 days
Day 30
We do not work for the monthly fee. We work for the placement fee, and that only arrives if this succeeds.

The model

Why we charge a small monthly retainer $699 per month
Small enough that it is not where this business makes its money, and real enough to be a commitment from your side. A search where only one party has a stake drifts.
When you land 3% of base salary
Charged only after you accept an offer. Note the denominator: base salary, not total compensation. Search firms charge on base plus bonus plus signing. This is where our profit comes from, which is what puts our stake next to yours. If your search drags, we lose. The sooner you land, the sooner we are paid.

Why we get paid at the end and not along the way

Read the incentive, not the promise.

A firm on a large retainer with nothing on the back end earns more the longer you do not land. Nothing sinister in that. It is simply what the arithmetic says.

We are built the other way round. Most of what we make arrives only if you accept an offer, so every extra month costs us committed team hours and delays the only payment that matters to us.

I did not write a page saying I am confident. I built the pricing so that being wrong is expensive for me.
Full refund terms on one page
09

Most of my clients have a family depending on the outcome

Some are being screened out for reasons nobody will ever put in writing.

Getting one of them an offer is the part of this business I care about. The rest is a system, and systems can be described. That part cannot.

10

Do not take my word for it. Talk to them without me in the room.

Tell us which background you want to speak to and we will connect you with two groups.

Executives we have placed
They can tell you how it ended. They have moved on with their careers, so some reply slowly and some will not reply at all.
Clients in a live search right now
They can tell you exactly what the last month looked like, and because they are in an active campaign they tend to answer quickly.

You message them directly. We are not in the conversation and we do not see what they tell you.

There are numbers we could put on this page that would read better. Most cannot survive a follow-up question, so they are not here.

We write the plan before you pay us anything

Send your resume and the role you are targeting.

Get my free Executive Job Search Plan
Three to five business days. No call until the plan is written.

Executive job search for VPs, SVPs and

C-suite targeting $200,000 and above.

CONTACT

[email protected]

+1 (326) 529-8739

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