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Retained executive search, built to hold past day 120.

Advius Group is a retained executive search firm in Phoenix, Arizona. Every engagement combines a rigorous search with a custom 120-day integration plan and executive coaching, so the leader you hire actually performs in seat.

What we do

Advius provides executive retained search, custom 120-day integration plans, and executive coaching. Each engagement runs on the same Clarity–Precision–Momentum sequence, whether we are running a full search, integrating a leader already in seat, or coaching a C-suite through its next chapter.

Retained Executive Search

CEO, CHRO, and C-suite search on a retained basis. Exclusive, evidence-led, and scoped to the actual role, not the resume.

For boards, CEOs, and PE operating partners How a search runs

Custom 120-Day Integration

A structured 120-day integration plan with 30, 60, 90, and 120-day milestones. Built for one executive, one company, one moment.

Included with every search, or engaged on its own Inside the flight plan

Executive Coaching

1:1 coaching for the new executive and team coaching for the C-suite. Momentum after month four, when most engagements are already gone.

For executives in seat and the teams around them How coaching runs

We run one method across every retained search.120-day integration.coaching engagement.

01How We Do It

One method. Three ways in.

Every Advius engagement runs on the same three-phase discipline, whether we are running a search, integrating a leader already in seat, or coaching a C-suite through its next chapter. This is why the outcome holds.

PHASE 01

Clarity

The diagnostic before the search begins. If the brief is wrong, everything after it is expensive. We resolve stakeholder disagreement before a single candidate hears from us.

Produces a ready team, an Ideal Candidate Profile, and a market map built for the role, not the archetype.

PHASE 02

Precision

Evaluation beyond resume-matching. We test each candidate against the conditions the role will actually impose: your context, your pace, your team.

Produces the right fit, structured candidate summaries, and referencing that tests the specific risk areas.

PHASE 03

Momentum

The engineered first 120 days. The search does not stop at placement. We embed a structured integration and coach the executive through the period where most hires quietly come apart.

Produces a tailor-made 120-day integration plan, coaching for the executive and team, and check-ins through the first year.

03Custom 120-Day Integration

A custom 120-day integration plan, built for one hire.

A retained search that ends at the offer letter is a hire, not an integration. Every Advius engagement embeds a custom 120-day integration plan with milestones at 30, 60, 90, and 120 days, and continues with structured check-ins through the first year. The plan is engineered per hire, not lifted from a template.

Day 30
Listening & landing

Stakeholder mapping, first-round conversations, early wins scoped. The executive learns the room before deciding anything irreversible.

Day 60
Diagnostic & plan

Operating diagnostic completed, plan for the first year drafted with the leader and reviewed with the board or CEO.

Day 90
First moves

Team, priorities, and cadence set. The executive is now producing decisions the organization can align around.

Day 120
Momentum review

Structured review against the plan. Course-correct early. Integration continues quietly through the first year.

Editorial photograph representing 120-day integration: warmly lit modernist office through a partly open door

Available as part of a search or as a standalone engagement for an executive already in seat. More on preventing executive failure.

What it is

Custom 120-day integration

A customized assimilation and integration design, built on a structured 120-day impact acceleration roadmap with defined milestones at 30, 60, 90, and 120 days.

The integration is designed at the system level, aligning the new executive with peers, direct reports, and board expectations. Includes scheduled check-ins for up to one year.

Value to clients
  • Speed-to-Impact acceleration: measurable contribution inside the first 120 days, not the six-to-twelve-month drift most integrations settle into.
  • Reduced executive turnover risk and smoother cultural assimilation.
  • Investor and board confidence through a predictable, professionalized integration process.
04Executive Coaching

Coaching for the executive, and for the team around them.

Executive coaching at Advius is not a bolt-on. It is how integration extends past the first 120 days, and how a new leader turns early momentum into a durable operating rhythm.

Individual coaching

1:1 executive coaching

Advisory support for the new or newly promoted executive: judgment, self-awareness, and sustained performance through the highest-stakes months.

Team coaching

Executive team coaching

Aligns the C-suite as a single operating system. Removes friction between peers, strengthens decision-making, coordinates execution against the strategy.

Editorial photograph representing executive coaching: two leather club chairs in warm afternoon light
What it is

Executive coaching

Executive team coaching aligns the C-suite as a single operating system by removing friction, strengthening decision-making, and driving coordinated execution against strategic priorities.

Individual development provides 1:1 advisory support to executives to elevate judgment, self-awareness, and sustained performance during high-stakes roles and transitions.

Value to clients
  • Sustained team performance beyond the first year of a new executive.
  • Transformation of executive leadership transitions into a competitive advantage.
  • A single operating rhythm across the C-suite, not a set of siloed leaders reporting up.
Only ever retainedAdvius does not run contingency searches. We take on a small client roster so senior people do the senior work. See retained vs contingency.
Built to prevent failureNearly half of executive hires fail in the first eighteen months. More on why executive searches fail and the real cost of a failed hire.
Phoenix, working nationallyRetained executive search based in Phoenix, Arizona. See CEO search in Phoenix and retained search across Arizona.
05Common Questions

Direct answers on retained search, integration, and coaching.

Short, honest answers to what CEOs, CHROs, and boards ask us first.

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What is retained executive search?
Retained executive search is an exclusive, fee-based engagement where the firm is paid to run a full C-suite search, not to compete against other firms on speed. Retained gives us time for a diagnostic before the search begins, honest guidance if the role is mis-scoped, and continuity through integration. Advius works exclusively on a retained basis. See retained vs contingency.

What does a 120-day executive integration plan cover?
A structured plan with milestones at 30, 60, 90, and 120 days: stakeholder listening, operating diagnostic, first-year priorities, and a formal momentum review. It is designed at the system level so the new executive is aligned with peers, direct reports, and board expectations. Includes scheduled check-ins through the first year.

Is executive coaching included with a search?
Coaching sits alongside integration and is used where a new or newly-promoted executive needs 1:1 support, or where the C-suite as a team needs to align. It can be part of a search engagement or engaged on its own for a leader already in seat.

Who is a fit for Advius?
Mid-market and PE-backed companies filling CEO, CHRO, CFO, COO, and other C-suite roles where a miss is not survivable. Primary buyers are CEOs, CHROs, PE operating partners, and boards. Based in Phoenix, working nationally. See CEO search in Phoenix or retained search across Arizona.

How is retained different from contingency search?
Retained means the firm is paid to run one search well, not to race other firms on speed. It funds a diagnostic before the search begins, honest guidance if the role is mis-scoped, and continuity through integration. Contingency firms are paid only if their candidate is hired, so incentives push toward volume and placement, not fit. Advius operates exclusively on a retained basis. See retained vs contingency.

Does Advius work outside Phoenix and Arizona?
Yes. Advius is based in Phoenix and works nationally across the United States. Local Arizona clients get in-market presence for interviews and board conversations; national engagements are run remotely with structured on-site milestones. See CEO search in Phoenix, retained search across Arizona, or executive recruiters Phoenix.

What roles does Advius search for?
CEO, CHRO, CFO, COO, CIO, Chief Data Officer, General Counsel, VP Finance, and other C-suite and senior leadership roles. Primary focus is CEOs and CHROs at mid-market and PE-backed companies. Board director searches are handled separately. See C-suite executive search or board director search.

What does a failed executive hire actually cost?
Beyond severance and re-search fees, the real costs are strategic drift, team disruption, delayed decisions, and the opportunity cost of the wrong leader in seat for twelve to eighteen months. Nearly half of executive hires fail inside eighteen months. Advius exists to prevent that failure by combining a rigorous search with a custom 120-day integration plan. See real cost of a failed hire and why executive searches fail.

How long does a typical retained search take?
Most retained C-suite searches run 90 to 120 days from diagnostic to signed offer, then transition directly into the 120-day integration plan. Urgent or PE-driven timelines can compress that window; complex or highly confidential searches can extend it. Every engagement begins with a diagnostic call so timeline expectations are set against the specific role and market.

Is every conversation confidential?
Yes. Inquiries, diagnostic conversations, and candidate discussions are held in strict confidence. NDAs are available on request before any client-identifying information is shared. Advius does not disclose current or past client engagements without explicit permission.
06Begin

Start a confidential conversation

Our first conversation is a working session. You leave with a sharper brief, whether or not we work together.

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