This is how we work, and why it works.

Explore our case studies of successfully closed searches to see more about our strategies and client focus.

Chief Financial Officer for a growing, closely-held financial services company

  • Our client, a $200MM, closely-held company, was at a pivotal point in their growth. They needed a CFO who could not only manage the financial aspects of the business but also play a key role in shaping its future trajectory. As a smaller organization with ambitious goals, they required someone deeply invested in strategic financial leadership, particularly with a focus on mergers and acquisitions (M&A) and banking relationships.

  • However, several challenges surfaced during the recruitment process. Many of the qualified candidates were located outside the region and expected significantly higher compensation packages than the company could offer. Additionally, the CFO role was based on-site, which further narrowed the candidate pool, as remote or hybrid opportunities have become highly desirable in the current market.

  • Despite these challenges, we remained committed to finding the right fit. Our team evaluated over 100 qualified candidates. From that pool, we presented 10 top candidates to the client and worked closely with the SVP of HR and the COO to refine the selection. The process was highly collaborative as we aligned on both the technical competencies and cultural fit needed for this role.

    An unexpected pivot occurred midway through the search when the client decided to focus solely on local candidates, recognizing the importance of on-site presence for such a senior leadership role. This adjustment narrowed the search significantly, but we remained agile and responsive to the company’s needs.

    Ultimately, we identified three outstanding finalists, each with distinct strengths, for the client to consider.

  • The candidate who was selected stood out for their impressive background in M&A and strategic banking relationships—two critical areas for the company’s continued growth. Since stepping into the CFO role, the candidate has made an immediate impact by refining profitability models and contributing to organizational development strategies. Their expertise has not only solidified financial leadership but also helped drive long-term growth initiatives for the company.

    The placement has been a success, with the CFO helping to move the needle on key financial metrics and set the company on a path for sustainable expansion.

Building a U.S. Sales Team for an Overseas Client

  • Our client, a Global Manufacturing Company headquartered in Germany.

    Scope: U.S. Market Entry and Sales Team buildout

  • Our client—a European-based organization—was expanding into the U.S. for the first time. While they had a strong global presence, they faced several challenges:

    • No existing U.S. infrastructure or network

    • Limited familiarity with regional talent markets, compensation norms, and hiring practices

    • Needed to build trust with American candidates while navigating timezone and communication barriers

    • A critical need to hire foundational roles that would establish their culture and operational footprint

    1. Discovery + Strategy Alignment

      • We met with key international stakeholders to understand their goals, values, and vision for U.S. expansion.

      • We translated those insights into hiring strategy: defining role priorities, compensation benchmarks, and local compliance expectations.

    2. Market Navigation

      • Provided deep intel on U.S. hiring trends, salary ranges, and candidate expectations.

      • Advised on employer branding for U.S. candidates—helping the client build credibility in a market where they were unknown.

    3. Relationship-Driven Recruiting

      • We led full-cycle searches for [e.g., Head of Operations, Finance Manager, and Site Leader roles].

      • Acted as cultural translators between European HQ and U.S. candidates—bridging expectations around speed, decision-making, and process clarity.

    4. Communication and Trust-Building

      • Proactive, weekly check-ins with both U.S. candidates and global leaders ensured alignment.

      • We managed time zone challenges and kept communication flowing, early and often.

    • Successfully placed 7 key hires within 12 months (Forge is still assisting in growing their team)

    • Helped establish their first U.S.-based leadership team

    • Built a long-term partnership that extended beyond placements—we became a thought partner in their U.S. expansion strategy

Case Study:

A CFO Search for a $200MM financial services company.

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Explore our case studies to learn more about how Forge works with and for you.

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“Forge’s candidate pool was much deeper and more closely aligned with our business need,
saving us time and resources.”

— Chief strategy Officer, greenville, sc