Which leadership roles do you search?

Head or VP of infrastructure, head of platform engineering, director or VP of critical facilities, head of commissioning, VP of engineering and program leadership on multi-site builds. We take on a few at a time so Czarina can run each one.

What does an executive search cost?

We price each search by the role, the number of stakeholders and how much research it needs. Current pricing is in the engagement scopes on the homepage.

When is the engagement complete?

When the agreed research, assessment and process deliverables are done, or we revise the scope together. Whether a hire happens depends on your decisions and on candidates, which we don't control.

Do we receive the research?

Yes. The named market map, assessment notes and compensation data transfer to you at the end of the search.

How is assessment handled at this level?

We assess against a written success profile agreed with your stakeholders. It lists the results the role is responsible for, the team it inherits, and what a candidate needs to have done before to show they've handled that scope.

Selective Executive Search

Executive search for infrastructure leadership

We run a few executive searches at a time for infrastructure, platform and critical facilities leadership. Our founder runs each search from the first stakeholder interview through the start date, and you keep the research and compensation data at the end. Current pricing is in the engagement scopes on the homepage.

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Clients

AI infrastructure companies hiring their first infrastructure or platform leader, GPU cloud platforms adding reliability or operations leadership, operators and developers hiring critical facilities and commissioning leadership, and vendors building services and deployment organizations.

Scope

When a leadership search stalls, the cause is usually scope. The role is described by title and headcount, so each stakeholder pictures a different person. The written success profile is the first thing we deliver so everyone assesses candidates against the same description.

Triggers

Hiring situations

New leadership

New leadership inherits open roles, an untested interview loop and compensation bands set in a different market.

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First infrastructure leader

Most of the team's later hires depend on this one, and a generalist search often can't tell who has run that scope before.

AI infrastructure recruiting

Portfolio facilities leadership

Several sites need one operations leader who has run critical facilities across multiple sites before.

Critical facilities recruiting

Confidential search

Someone is still in the role or a reorganization isn't public yet, so outreach has to be discreet.

Start a confidential conversation

Process

Search stages

Brief

Stakeholder interviews and a written success profile: the results the role owns and the team it inherits.

Market map

A named list of target companies and leaders, why each is on it, and what pay looks like at that level.

Outreach

Our founder does the outreach directly. The first call with each candidate is about the scope of the role.

Screening

Structured assessment against the success profile, written notes on each candidate including risks, and reference conversations where agreed.

Offer

Compensation and offer strategy, counteroffer preparation and support through resignation and the start date.

Handover

You keep the market map, assessment notes and compensation data, including notes on the leaders you didn't hire.

Step 1
Brief
A written role brief, a scorecard agreed with the hiring manager, and a check of scope, pay and location against the candidate market before outreach starts.
Step 2
Market map
A named list of target companies across AI infrastructure firms, operators, EPCs and OEMs, built with AI tools and checked against people we already know.
Step 3
Outreach
Direct outreach from Czarina, with a weekly report on how many people were contacted, who replied and why people passed.
Step 4
Screening
Screens against the scorecard, a written case for each candidate including the risks, and their pay expectations on the record.
Step 5
Offer
Offer planning, a read on counteroffer risk, and help with the resignation and any relocation through the start date.
Step 6
Handover
Your team keeps the pipeline, research files, messaging and comp data. The work stays with you when the engagement ends.

Commercials

Pricing and scope

We scope each search by the role, the stakeholders and the research it needs. The engagement is complete when the agreed research, assessment and process deliverables are done, or we revise the scope together. Current pricing is in the engagement scopes on the homepage.

What the engagement requires from you

A named decision maker and an agreed stakeholder group
An approved compensation and equity range before outreach
Interview availability that matches the level of the role
Feedback on written candidate cases within 48 hours

We commit to delivery standards, research depth, outreach volume, reporting cadence and response times. Outcomes depend on market conditions, scope, compensation and process speed.

Reporting

Weekly written report

Weekly report example

Example weekly report structure. No client or candidate information shown.

Report field	What it records each week
Target organizations	Named companies on the target list and why each is included.
Leaders	Profiles assessed against the success profile, by organization type.
Engagement status	Approached, in conversation, declined, or holding for later.
Candidate response	What leaders at this level say about the scope and the pitch.
Compensation data	Total compensation expectations observed at this level and location.
Assessment progress	Structured interviews completed and written cases prepared.
Risks and recommendations	Scope, level or process changes we advise, in writing.

FAQ

Questions

Which leadership roles do you search?: Head or VP of infrastructure, head of platform engineering, director or VP of critical facilities, head of commissioning, VP of engineering and program leadership on multi-site builds. We take on a few at a time so Czarina can run each one.
What does an executive search cost?: We price each search by the role, the number of stakeholders and how much research it needs. Current pricing is in the engagement scopes on the homepage.
Is the search confidential?: It can be. Searches are often confidential when someone is still in the role or a reorganization isn't public yet. We agree on the outreach approach with you before it starts.
When is the engagement complete?: When the agreed research, assessment and process deliverables are done, or we revise the scope together. Whether a hire happens depends on your decisions and on candidates, which we don't control.
Do we receive the research?: Yes. The named market map, assessment notes and compensation data transfer to you at the end of the search.
How is assessment handled at this level?: We assess against a written success profile agreed with your stakeholders. It lists the results the role is responsible for, the team it inherits, and what a candidate needs to have done before to show they've handled that scope.

AI infrastructure recruiting

The practice and the role families underneath a leadership hire.

Data center recruiting

Power, build, commission and operate leadership.

Fractional talent partner

Keep hiring moving while the leadership role is open.

Engagement scopes

Homepage scopes for talent intelligence, embedded search, team builds and leadership search.

Leadership search

Bring the scope and the list of stakeholders. Before any fee is agreed, we'll send written notes on the candidate market and a draft success profile.

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