The right person, in the right position, at the right time, with the necessary focus... 

With extensive, executive level operating experience, Driskell McNeer leadership has a long history of identifying and hiring leaders that radically improve the performance of organizations. 

 

Our firm’s leadership experience was developed during consulting, sales and operating executive positions with companies ranging from the Fortune 40 to private equity and venture capital backed businesses. Some of these include Ernst & Young LLP (EY), PeopleSoft, Inc. (now Oracle NYSE: ORCL), Walgreen Co. (NYSE: WBA), and I-Trax, Inc. (AMEX: DMX), which was successfully sold for a 54x multiple on EBITDA.

Driskell McNeer executive search exists to partner with its clients to improve performance through PEOPLE. Providing retained executive search services, Driskell McNeer focuses intensely on two things: 1 – deep and rich relationships with its client partners, and 2 – leveraging an extraordinarily broad network of high performing candidates with whom Driskell McNeer maintains personal and professional relationships. 

Based in beautiful Nashville, Tennessee, the firm partners with clients across the continental United States, and celebrated its fifth year as an executive search firm this past Summer.

 

 

How do we serve those whom we are privileged to count as Partners?

 

Common retained search projects on which we serve our clients:

  • C-level Executives, including CEO, CFO, COO, CRO, CMO, CIO, CTO, CISO & CHRO

  • Board Directors

  • VP, Managing Director and Director roles in Business Development and Sales

  • VP of: Operations, Accounting, Finance, HR, IT, Legal, Corporate Development

  • Functional leaders: Marketing, Strategy, M&A, Product, Services

  • Various needs of companies within Private Equity portfolio holdings

  • Physician Executives

 
 

Why Driskell McNeer Retained Search?

 

Of product, market and people, which is most important to a business?  Since people also determine, develop and deploy product, we posit that it's people.  What does any great private equity firm prioritize in a growth strategy?  Also people.

If the odds present well that your internal HR team will have a wide network of proven executives for a key position in your organization, go with them - and save some expense while you do.

We are not of the belief that the best executive candidates come from a pool of applicants who replied to an advertisement. Great performers at great companies are treated very well because those companies keep their best people happy - not out looking for their next role.  If you need someone who knows these leaders, who can understand your company and culture and educate candidates on why they should consider you, even when they are beyond satisfied where they are, call us...

(Oh, and between us, we promise not to hand the work off to junior staff. No offense to twenty-five-year-olds, they simply don’t know the aforementioned leaders, they’ve never been in the roles for which they recruit and thus know neither the questions nor the right answers in an interview process…ask other firms for the same commitment.)