Supremos Talent is a founder-led executive search firm built for one category. We place senior DTC leadership — COO, President, CMO, Head of Growth, Creative Director, and other executive roles — on contingency or retainer, with a written scope before any name is shared.
Every search is run personally, end to end — no junior recruiters, no outsourced sourcing, no candidate presented who hasn't been evaluated by hand.
A short, deliberate roster — the same reason the practice stays inside one category.
Every search runs against the same standard: can this operator hold the number, not just discuss it.
Brand-building and direct-response are different disciplines under the same job title. We name which one a candidate actually is.
Generalist search firms treat a CMO hire the same whether the brand sells SaaS seats or skincare. That's how the wrong operator ends up in the seat — someone fluent in enterprise sales cycles, sitting in a chair that needs someone fluent in CAC and creative testing velocity.
Supremos Talent exists because DTC operators are a distinct species. A CMO who can't read a hook rate isn't a fit, no matter how strong their resume looks on paper. A Creative Director who's never shipped a UGC brief at volume will slow a brand down, not scale it.
Every search runs on that same conviction: depth in one category beats breadth across ten. That's also why every engagement is run by me directly — no bench of junior recruiters, no sourcing handed off to a subcontractor. I write the brief, source the candidates, run the evaluation, and stay in the room through the close.
A defined sequence with real deadlines — not an open-ended search that drags for months.
A call to align on the role, comp, and what "great" actually looks like for this hire.
A scored, vetted shortlist delivered within 10 days of the discovery call.
Structured interviews run within a week of the shortlist — not spread across a month.
Compensation and start date negotiated founder to founder, through signature.
Being clear about fit upfront saves both sides time — this isn't a general-purpose search firm.
One person runs your search from brief to close — not a team you never meet.
Every framework, every candidate network, built around one category.
COO to finance leadership — depth in DTC executive hiring, not headcount recruiting.
Contingency or retainer, structured to fit how you want to run the search.
Every name on a slate comes with a structured, written evaluation.
A short list to decide on — not a stack of resumes to sort through.
Figures update as each search closes.
Real outcomes from a recent engagement — not a case study with the details rounded off.
Client names stay confidential during an active search — described here by category instead.
Direct response creative for a telehealth brand. Fluent in hook rate, VSL structure, and UGC briefing at volume.
Own direct-response creative strategy end to end for a fast-growing telehealth brand — from concept through testing to iteration, at volume.
Same telehealth brand — owning the creative system across direct response and brand output.
Own the full creative system for a telehealth brand — balancing brand equity with the volume and speed direct response demands.
For a family-founded, 8-figure U.S. consumer brand.
Lead financial operations and planning for a family-founded, 8-figure consumer brand entering its next stage of growth.
Terms are set to fit the engagement — reach out to confirm what applies to your search.
Supremos Talent only works one category — DTC and consumer e-commerce. That narrowness is the point — every search draws on the same DTC-specific frameworks and terminology instead of starting from scratch each time.
Replacement terms are agreed in writing before a search starts, alongside the fee schedule — ask for the specifics for your search.
A shortlist is delivered within 10 days of the discovery call, with interviews run in the week after. Total time to offer depends on how quickly you move through interviews.
Not currently — staying focused on senior leadership within DTC and consumer e-commerce is what keeps the candidate networks and evaluation frameworks sharp.