In their words.

“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

“We came in with a fixed view of what we wanted. They listened, then told us politely but firmly that we’d never find that person at our salary band. They were right. The recalibration cost us two weeks but saved us six months.”

CFO · Pre-IPO Fintech

“I asked for ten profiles. They sent me three. Then they walked me through why those three and not the rest. I appreciated the discipline more than I expected to.”

CEO · Crypto Infrastructure

“Most search firms only put forward references who’ll say yes. Pullman Morrison’s reference list included someone who’d let go of the candidate. They flagged it themselves. That changed how I run reference checks now.”

Head of People · Digital Bank

“And we just promoted her to GM, APAC. The retention math on this one hire alone justifies the partnership.”

Founder · B2B Fintech

“When we needed a Chief Compliance Officer in Hong Kong, they were trading messages with the SFC the same week. That kind of network can’t be faked.”

General Counsel · Digital Asset Exchange

“They turned down our brief twice before we figured out what we actually needed. By the time they took it on, we had a much cleaner mandate. Other firms would have just taken our money.”

COO · Web3 Infrastructure

“We needed a Head of Greater China who could navigate Beijing, Shanghai, and Hong Kong dialects of corporate culture. Three of three finalists could do all three. That’s not just sourcing — that’s market knowledge.”

Regional President · Global Payments

“Before they even produced a shortlist, they showed us how each of their last eight comparable hires had unfolded — what worked, what didn’t, what we should expect. The transparency was unusual.”

VP Talent · NYSE-listed Tech

“They literally told us the market was wrong for this role and we should wait. We waited. We hired. They were right.”

CTO · AI Startup

“They placed our original Head of Marketing. Eighteen months in, she wasn’t right for the next stage. They led the conversation about what to do. Helped us part well. Found the replacement. Same firm, different chapter.”

CEO · SaaS Platform

“Cross-border relocation, complex tax structuring, family logistics — we expected this to drag on for months. They had it solved in eleven weeks with the candidate in seat.”

Chairman · LATAM Fintech

“All of them still here. That’s the sentence I tell every new portfolio company.”

Managing Partner · Growth Equity Fund

“What I valued was knowing who said no. Most firms hide that. Pullman Morrison told me which targets we couldn’t reach and why. Helped me read the market accurately.”

Chief People Officer · Stablecoin Issuer

“We were ready to make an offer when their partner called and said, ‘Hold on, we should talk.’ He’d picked up something during reference work that we’d glossed over. We didn’t make the offer. Three months later that candidate was let go from another role for the same reason.”

Founder · DeFi Protocol

“We started with one VP-level mandate. They’ve now built our APAC compliance bench, our regional sales leadership, and our entire G&A function. Same team, deepening relationship.”

Co-Founder · Cross-Border Payments

“The way their senior partner walked me through who we should be hiring — not just for this role, but for the role I’d need to make next — was the most useful 45 minutes of my year.”

CEO · Pre-Series B AI

“We didn’t know they had a São Paulo team until they offered it as part of the search. Suddenly our LATAM hire wasn’t a Zoom-only affair. That on-the-ground depth made the difference.”

Head of Talent · Global Crypto Exchange

“I’d been burned by firms where the partner pitches and the analyst delivers. Here the partner was on every call, every shortlist, every reference. That’s what we paid for.”

Founder · Web3 Custody

“They told me upfront they weren’t the right firm for our Tokyo search. Recommended someone else. Then we hired them for our Singapore search instead. The honesty earned them the bigger mandate.”

Chief People Officer · Asian Hedge Fund

“We were losing him to a competing offer. They got on a plane that night, did the closing conversation in person, and we had a signed offer by Friday. Pace mattered. So did discretion.”

CEO · Digital Asset Custody

“Halfway through a final interview, their partner pulled me aside and said the candidate had quietly decided not to take the role. He was right. Saved us from an embarrassing offer.”

CHRO · Listed Fintech

“Before we’d even formally engaged them, they shared their internal comp data on the role. Said it was just being helpful. I’ve shared that benchmark with my board three times since.”

Founder · Series B Fintech

“After the first shortlist, they suggested we pause and revisit the brief. The pause cost us a month. It also saved us from making a hire that would have failed.”

COO · Crypto Brokerage

“Of the six executives they’ve placed across our portfolio, all six are still in role. The seventh is now a founder. That’s the metric I care about.”

Operating Partner · Crypto Fund

“My brief was a job description. Theirs was a market map, a comp model, three calibration interviews, and a hiring plan. I’d never run a search that thoroughly before. I’ll never go back to job-description-first hiring.”

Head of HR · Growth-Stage Web3

“We needed to replace our COO without the rest of the company knowing. They ran the search outside business hours, never sent emails to corporate addresses, and the new COO arrived as ‘good news’ rather than ‘replacement news’. That handling matters.”

CEO · Public Fintech

“We’d made the offer and the candidate had accepted. Then their partner called and said we should think harder before signing. He’d watched her in our process and felt something was off. We renegotiated the role. She joined and is thriving.”

Founder · Crypto Trading Firm

“For our Head of Risk search, our board chair wanted to be in the final round. Pullman Morrison anticipated this and prepped the candidate accordingly. The interview was as much about the board’s signal as the role.”

General Counsel · Tokenization Platform

“We were running parallel processes with two bulge-bracket firms and a mid-market house. Pullman Morrison delivered the only hire that closed. Smaller firm, sharper outcome.”

CHRO · LATAM Bank

“They’d been talking to our eventual CFO for two years before we even started the search. When the moment came, the relationship was already there. That’s what ‘network’ should mean.”

Founder · Pre-IPO Crypto

“After the hire, they spent two hours with me on the first-90-days plan. Not as part of the engagement — as part of how they work. Most firms ghost you the day the offer is signed.”

CEO · Stablecoin Platform

“Our brief was full of buzzwords. They translated it into something a real candidate would read and understand. That single document attracted three people we wouldn’t have otherwise reached.”

COO · DeFi Infrastructure

“They didn’t lecture us about diversity, they just produced shortlists with it built in. Every shortlist had at least two women and candidates from three regions. No diversity panel needed.”

Head of People · Asia Pacific Fintech

“Every search has come in on or under their original timeline. In this business that’s almost as rare as the hires themselves.”

Managing Director · Multi-Strategy Fund

“Six months into the role, I was ready to part with our COO. Their partner asked me to wait two weeks and have a different conversation with him first. I did. The COO is still in role two years later. That intervention was worth more than the original placement fee.”

CEO · Series D Payments

“We tried to talk them into bringing in a Director-level candidate when we should have hired a VP. They refused. Made us go back to the budget. The right level cost more but worked. They saved us a year.”

Co-Founder · Pre-Seed AI Infrastructure