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Executive conversations
Across APAC, LATAM, and EMEA since 2019
From a single critical hire to an embedded talent function, three engagement models. Each draws on the same network — what changes is depth, exclusivity, and scope.
Critical hires. Exclusive engagement. Partner-led end-to-end.
ExpandFor critical leadership hires — C-suite, board, founding roles, regulated functions — where the cost of getting it wrong materially exceeds the cost of the search itself.
Retained engagement means we work exclusively on your mandate. Our partners lead the search end-to-end — they take the brief, they make the calls, they sit in finalist interviews. The work is not delegated.
We retain a selective portfolio of active retained mandates at any time, so every search receives partner-level focus and execution.
Senior mandates. Compressed timelines. Same calibration discipline.
ExpandStreamlined search for senior leadership below the C-suite — VP-level, function heads, regional leaders. Same partner-led network, more compressed timeline.
Suited to mandates where speed matters but the role still warrants senior consultant attention — not a recruiter's database or a LinkedIn keyword sweep.
We treat executive search engagements with the same calibration discipline as retained work. What changes is the engagement structure, not the rigour.
Embedded operation. Sustained scale. Partner-led at volume.
ExpandWhen you're opening a new office, scaling a function, or building a regional team — and the volume is too sustained for project-based search but the seniority is too high for a generalist agency team — embedded operation is the right model.
Our consultants operate as part of your talent function for the duration, with partner oversight and direct access to our network. Typical mandates run 6 to 24 months and produce 15–40 hires across multiple functions.
This is the model we use when a client says "we need to build a São Paulo office." It is not staff augmentation; it is partner-led search at scale.
Much of modern global growth now runs through Asia. We spend our time close to the companies, operators, and capital driving it.
Most search firms build sector coverage from the outside. Our work tends to start inside the companies changing those sectors first.
Our shortlists come through personal networks, long-standing relationships, and direct market access. Not delegated sourcing or keyword sweeps.
The companies defining this cycle rarely operate within one market. Neither do we.
A proven methodology that balances speed with judgment.
The business was entering a critical APAC expansion phase while simultaneously strengthening global regulatory credibility.
The mandate required two leadership hires within the same operating window: the first GM APAC to drive regional growth, and an APAC Chief Compliance Officer to build consistency across jurisdictions as the company scaled internationally.
The two hires were tightly linked from the start.
A high-growth regional operator without institutional credibility would create friction with regulators and counterparties. A purely regulatory hire without commercial alignment would slow expansion momentum.
The searches were therefore calibrated together around one question: what leadership combination would allow the business to scale aggressively while becoming more institutionally credible at the same time.
Both hires were completed within the quarter.
The business entered its next expansion phase with stronger regional leadership, greater institutional credibility, and a more scalable operating foundation across APAC.
The APAC compliance leader was later expanded into a global remit as the company continued scaling internationally.
The search had slowed because the market for true stablecoin product builders was extremely small. The client needed someone who could turn treasury rails, settlement logic, and payment workflows into a real product roadmap, but the original benchmark was too narrow and compensation assumptions were behind the market.
The stalled search turned into a defining hire. The client secured a senior product builder from a direct adjacent competitor, and the roadmap started moving again. Product leadership became clearer, and the team finally had someone who could turn stablecoin payment ideas into something real.
The client needed to build compliance leadership, AML and sanctions product, and specialist regulatory hiring across 7 markets and regions over 6 months. Every market had licensing and approval timelines tied to lending, e-money, remittance, and cross-border payments.
Shortlists kept landing within 5 days, which helped every market stay on schedule. Over 6 months, the full bench was built across all 7 markets. The client was able to move forward with lending, e-money, remittance, and cross-border payment approvals without hiring slowing things down.
The business needed its first GTM leader before launch. The role was to build enterprise adoption across exchanges, PSPs, treasury platforms, and settlement partners — but the market had very few people who understood both commercial sales motion and stablecoin payment rails.
The GTM lead joined before launch. The business finally had clear commercial ownership, partnership conversations moved faster, and the launch team had more confidence going into market.
“We were struggling to find someone with both regulatory credibility and business judgment. Pullman Morrison helped us reframe what ‘great’ looked like in the market. Once we both agreed on that, the search moved quickly and gave us real confidence in our global build.”
Global Head of Talent · Digital Asset Prime Broker
“We’d been searching for our APAC General Counsel for nine months through two other firms. Pullman Morrison closed it in five weeks. Their candidate is still in seat three years later — and now sits on our regional leadership team.”
Group CHRO · Top-Five Exchange
“What surprised me most was they didn’t just produce a shortlist — they actually knew the people. When we questioned a candidate’s reputation, they had context from a conversation three months prior. That’s what a real network looks like.”
President, Asia · Global Payments Platform
“They told us we were chasing the wrong profile. Two of the candidates I was excited about were people they’d worked with before — and they were direct about why those weren’t the right fit. That candor changed the search.”
Head of People · Series C Crypto Infrastructure
“We needed a CFO who could navigate São Paulo, Singapore, and our New York investors with equal fluency. Pullman Morrison ran the search across three time zones and four currencies and delivered. That’s not a metaphor.”
Chief Commercial Officer · Asian Fintech, NYSE-listed
“It started as a single CTO search. By the time we’d shipped that, they were helping us think through the next four hires and how the org should sit underneath. A search firm doesn’t usually do that.”
VP of Talent · Stablecoin Infrastructure
“They stayed in the room with us during a difficult founder transition when other firms would have closed and moved on. That mattered. It’s also why we’re now on our fourth engagement with them.”
Founder & CEO · Web3 Custody Platform
“Five years, three hires through them, all still in seat. The fourth only left because we promoted her. That’s the retention story I tell whenever someone asks me which firm we use.”
General Counsel · Digital Asset Prime Broker
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