Executive search is more than filling positions; it’s about finding leaders who will shape organizations for years to come. Jennifer Seal, Senior Talent Consultant at TalentRise, has built her career on understanding this distinction. With a focus on HR leadership and general management roles, Jennifer brings a consultative approach that goes far beyond matching resumes to job descriptions.
The Art of Finding Passive Candidates
Most of Jennifer’s placements aren’t actively looking for new opportunities—and that’s exactly the point. “The best candidates are often those who aren’t searching,” she explains. “They’re focused on what they’re doing because they’re good at it.”
Her process is methodical yet personal. She starts with the job description, identifying specific experience and search terms that align with what the client truly needs. But the real work begins with the outreach. “It’s about selling the opportunity and the client,” Jennifer says. “I need to paint a picture that makes them curious enough to have a conversation.”
Beyond the Resume: Assessing Cultural Fit
For senior executive positions, technical qualifications are just the starting point. Cultural alignment often determines whether a hire will thrive or flounder.
Jennifer’s approach to vetting cultural fit is thorough and conversational. She invests time learning about the client’s internal culture, values, and mission, then mirrors that process with candidates. “I ask them what’s important to them in their next role, what their expectations are,” she says. “It’s about having an in-depth conversation to understand what they’re really about.”
Recognizing Leadership Potential
Not every great leader has held the exact title before. Jennifer regularly works with candidates looking to “level up,” and she’s learned to spot the signs of untapped potential.
“Title isn’t everything,” she notes. “I look for signs they’ve stepped up: driving projects, influencing stakeholders, or mentoring others. Those behaviors often predict future leaders better than a title can.”
One of her favorite questions reveals volumes: “I always ask candidates what their current team would say about them. Most people are honest, and that speaks volumes about their leadership style.”
A Recent Win: Thinking Outside the Industry
Jennifer recently completed a search that exemplifies her strategic thinking. Tasked with finding a Chief Operating Officer for a financial nonprofit institution, the conventional approach would have been to source someone from banking. Instead, she brought forward a candidate from a high-level operational role in construction—also at a nonprofit.
“Even though she lacks banking industry experience, she has so much to offer that will benefit not only the organization but also the community,” Jennifer explains. “I can’t wait to see what she does there once she starts.”
This willingness to look beyond traditional backgrounds has become one of Jennifer’s signatures. It requires convincing both the candidate and the client to see possibilities rather than limitations—and it often leads to transformational hires.
Navigating Complex Stakeholder Dynamics
Chief Executive Officer searches represent some of the most complex assignments Jennifer handles. With multiple stakeholders including committees and board members, keeping everyone aligned requires skill and patience.
“With so many perspectives in the room, it’s important to keep communication clear and help build consensus so the process stays aligned,” she says. She recalls one particularly intense situation where the hiring committee was split between two top candidates, requiring a tiebreaker vote from the board chairman.
These high-stakes moments are where Jennifer’s relationship-building skills shine. She’s learned that transparency and consistent communication keep searches moving forward, even when disagreements arise.
Building Relationships That Last
When multiple firms are chasing the same top talent, Jennifer relies on differentiation. “TalentRise does a great job of making sure that both the opportunity and the company’s story are presented in a compelling way,” she explains.
But the real differentiator is the personal connection. By taking time to understand candidates’ long-term career goals and motivations, she can position opportunities that feel genuinely aligned. “That personal connection often becomes the deciding factor when they’re considering multiple offers.”
Strategic Consultation, Not Just Recruitment
Jennifer sees her role as a consultant, not just a recruiter. When clients present unrealistic job descriptions—often because they haven’t been updated in years—she helps them separate must-haves from nice-to-haves, sharing market insights on talent availability and compensation.
One manufacturing client in Illinois initially requested a General Manager with a very narrow background. Jennifer pushed back, presenting profiles of candidates with adjacent industry experience. “Ultimately, they hired a candidate from the retail industry who not only met the financial and operational requirements but also brought strong strategic planning expertise,” she recalls. “They quickly promoted him to President.”
That hire didn’t just fill a role—it broadened the client’s entire view of what transferable leadership talent looks like.
Managing the Marathon
Executive searches can be lengthy processes, and managing expectations requires both structure and transparency. Jennifer sets the tone from the intake call, establishing a customized timeline and agreeing on communication frequency.
“We have a structured communication cadence with weekly touchpoints and status reports to keep stakeholders informed,” she explains. When searches extend beyond anticipated timelines, she focuses on transparency and solutions—sharing data on why delays occurred and exploring options to adjust parameters or expand the search.
Looking Ahead: Challenges in Today’s Market
Jennifer is candid about current recruiting challenges. The HR leadership market is highly competitive, with many qualified candidates vying for similar positions. “It boils down to who is the best cultural add to the organization,” she notes.
Post-pandemic, one of the biggest shifts has been the return-to-office movement, which has posed new challenges in attracting and placing candidates.
Despite these hurdles, Jennifer remains energized by the work. Each search is an opportunity to make a lasting impact—not just on individual careers, but on entire organizations.
Jennifer Seal is a Senior Talent Consultant specializing in executive search across HR leadership, general management, and C-suite roles. Her expertise spans multiple industries with a focus on cultural fit assessment and transformational leadership placements.
