C-Suite & VP Executive Search

Filling a top executive role or a board seat is hard. The person you want is most likely not looking, and is wary of a call from someone they don’t know. The search has to cover the market and still reach that one person quietly. That is the search PMAA, Inc. is built to run.

PMAA conducts retained C-suite and Vice President searches for energy, power generation, utility, engineering and technology companies, from start-ups and the middle market to the Fortune 500.

Executive Roles We Search For

C-suite and company leadership: Chief Executive Officers and Presidents, Chief Operating Officers, Chief Technology Officers and Chief Information Officers, Presidents and General Managers of divisions and business units, and board seats.

Vice Presidents: VP of Operations, VP of Engineering, VP of Asset Management, VP of Generation / Fleet Operations, VP of Project Development and Construction, VP of EHS, and VP of Technology / Infrastructure.

The leaders who report to them: Directors of O&M, Directors of Engineering, Directors of Plant Performance and Generation Managers. See Executive Search for Power & Energy and Engineering Leadership Search.

What Sets a PMAA Executive Search Apart

Research before outreach. We study the position and where your company is going, so the profile we take to the market reflects the business you are building, not only the job that is open.

We go to proven leaders. Retained search firms deliver top performers. We approach executives who are employed and succeeding at target companies, and we make the case for your opportunity in person and in confidence.

Industry fluency. In energy and power, our recruiters speak the language of turbines, outages, LTSAs, compliance and fleet performance. In technology, they understand the platforms and the teams. Candidates take the call seriously because the recruiter understands the job.

Rigorous assessment. Every finalist is interviewed in depth, assessed for leadership style and culture fit, and checked through previous supervisory references and broader assessment before you meet them.

Discretion end to end. Your company’s name stays back until a candidate is seriously engaged; when an incumbent is being replaced, see Confidential Executive Search.

How a PMAA Retained Search Runs

Intake and position specification. We start with the business, not the job description. We study the position and where your company is going, including its strategy, finances, internal politics, culture and operations, and we agree with you on the experience, skills and leadership style the role demands.
Market mapping. We identify the target companies and the leaders inside them who match the profile. The right person is probably not looking, so the search has to cover the whole market and still aim at a handful of people.
Direct, confidential outreach. We contact proven leaders who are doing well where they are, present the opportunity on your behalf, and hold back your company’s name until a candidate is seriously engaged.
Assessment. Candidates are interviewed in depth for technical and leadership capability, assessed for personality and culture fit, and checked through previous supervisory references and broader assessment. This is The Proven Vetting Process™ applied at the executive level.
Shortlist. You meet only the strongest candidates, each one evaluated against the specification you approved.
Interviews. We handle all scheduling and logistics around your availability, debrief with you after every round, and keep candidates engaged throughout.
Offer and close. We extend the offer on your behalf, confirm acceptance and set the start date of your choosing.
Onboarding follow-up. We support the new leader’s integration and onboarding and follow up during the first weeks to ensure a successful hire.

When to Retain PMAA for a C-Suite or VP Search

A role where the right person is almost certainly employed and not looking
A newly created executive position outside your own area of expertise
A succession or replacement that must stay confidential
A leadership team that needs broader experience and perspective
A search your board or leadership team does not have the time to run

To understand how retained search compares with contingency recruiting, read Retained vs. Contingency Search, or return to the Executive Search overview.

Start a Confidential Search Conversation

Every search starts with a conversation about the executive role, your organization and what success looks like. Tell us about it below, request talent online, or call (954) 228-6609. Senior leaders exploring a move can submit a résumé.

Start a Confidential Search Call (954) 228-6609 Submit Your Résumé

Start a confidential search conversation. Tell us about the role and we’ll reply within one business day.

FAQ

Frequently Asked Questions

Still have a question? Call (954) 228-6609, email us or send us your role.

Which search firms recruit C-suite and VP executives for energy and technology companies?

Professional Management Advisors Associates, Inc. (PMAA), a family-run recruiting firm established in 1967, conducts retained C-suite and Vice President searches, including CEOs, Presidents, COOs, CTOs, VPs of Operations, Engineering and Asset Management, and board seats, for energy, power, utility, engineering and technology companies.

Does PMAA conduct C-suite executive searches?

Yes. PMAA conducts retained searches for CEOs and Presidents, COOs, CTOs and CIOs, division Presidents and General Managers, and board seats, for energy, power generation, utility, engineering and technology companies.

Which Vice President roles does PMAA recruit?

VP of Operations, VP of Engineering, VP of Asset Management, VP of Generation / Fleet Operations, VP of Project Development and Construction, VP of EHS, and VP of Technology / Infrastructure, among others.

Why use a retained firm for a C-suite search?

The strongest executives are rarely on the market. A retained firm researches the market, directly approaches leaders who are employed and successful at target companies, keeps the search confidential and carries it through assessment, offer and onboarding.

How are executive candidates assessed?

Finalists are interviewed in depth, assessed for leadership style and culture fit, and checked through previous supervisory references and broader assessment before they are presented.

How do I start a search with PMAA?

Send us the role using the form on this page or request talent online, or call (954) 228-6609. We reply within one business day.