Executive Hiring Strategies - Allen Austin
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10+
Executive-level positions filled
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~30%
Reduction in average time-to-hire
Client
Allen Austin is a U.S.-based executive search and leadership consulting firm. They specialize in helping organizations across various industries identify, attract, and retain top-tier leadership talent.
The Challenge
Allen Austin needed to speed up the hiring process for executive-level positions across a diverse range of industries - including architecture, design, sales, and non-profit. The main goal was to find candidates for roles such as CEOs, CFOs, CMOs, Sales Directors, and Executive Directors, and General Managers that required deep industry knowledge, leadership experience, and cultural alignment.
The main challenge wasn’t just identifying qualified talent - it was doing so at scale, and fast. With candidate pipelines needing to stay consistently full and time-to-hire metrics becoming more critical than ever, Allen Austin needed a solution to support their internal recruiters and ensure they could meet client expectations without delay.
The Solution
Our team joined Allen Austin’s team as an external sourcing team, working closely with their recruiters to deliver qualified executive candidates for some of the firm’s most challenging requests.
DMT focused on top-of-funnel sourcing and pre-qualification. Once we received the vacancy description, our team began identifying the most relevant channels to find the right candidates. To maximize our reach, we prioritized the must-have criteria - those essential for the role - while also considering nice-to-have qualities that could add value. Throughout the process, we made sure our approach aligned with the Allen Austin team’s vision and strategy. Once the requirements were clearly defined, we launched parallel sourcing efforts across multiple industry verticals.
Each day, we delivered 20-40 high-quality candidates for each vacancy, consistently checking in with the Allen Austin team to ensure they were a good fit. We leveraged a variety of tools and platforms - including LinkedIn Recruiter, CRMs, niche databases, and industry-specific communities - to identify both active and passive talent.
This daily candidate flow enabled Allen Austin to keep a full and fresh pipeline, allowing their internal recruiters to focus more on outreach, interviews, and client communication - while we handled the sourcing and shortlisting.
The Results
Through this close collaboration, Allen Austin was able to improve hiring velocity and maintain a strong quality bar:
- 10+ executive-level positions filled across architecture, design, non-profit, and sales within the span of the partnership
- ~30% reduction in average time-to-hire, thanks to consistent daily sourcing and seamless coordination with internal recruiters
“This team quickly became an extension of our recruiting engine. Their ability to consistently deliver relevant, high-quality candidates gave us the flexibility and speed we needed - without sacrificing quality,” – Managing Partner, Allen Austin.
- 10+executive-level positions filled
- ~30%reduction in average time-to-hire