For people who'd rather build a brand than join one.
Bridgeview is a young boutique executive search firm run by operators. We're hiring at every level, from consultants to directors, to do leadership hiring the way operators would.
Early enough to shape it
Bridgeview is a young firm with an older firm's network. Join now and you shape how it gets built. In a few years the systems will be set and the early seats taken.
Shape the firm.
Early hires aren't executing a playbook, they're writing it. Every system, process, and client relationship is still being set. To build something, not inherit it, this is the moment.
The network without the overhead.
Most boutiques spend their first years building the database, back office, and brand. We started with that part done: relationships with senior leaders across hundreds of tech companies, and a research team that's already done the reps.
No waiting your turn.
At larger firms, scope arrives with tenure: serve the years, inherit the next rung. Here it arrives with ability. Show us you can carry more, and it's yours, whatever your title says.
Build credibility that lasts
Work that becomes part of your professional identity: a podcast, a sector report, a body of writing. If you have something worth building, we'll back it.
“Months in, I was already leading client engagements and hosting our podcast. The opportunity here scales with what you can handle, not with tenure.”
Reet Rathore · Senior Consultant
Reet hosts The People Puzzle, our podcast on people leadership across India's tech ecosystem. Each episode grows her network, her name, and her seat at the table with the country's top HR leaders.
An unfair advantage, built into your day
Recruiters at most firms fight with LinkedIn tabs, spreadsheets, and an ATS built for somebody else's process. Here, everything from the ATS up is ours, written around this exact workflow, with AI doing the grunt work. Your day is judgment and relationships.
Sourcing at browsing speed.
Browse LinkedIn or Naukri and every profile is scored against your role, right on the page. One click captures it into our ATS. No copy-paste, no re-typing.
- •Current platform engineering lead at a Series C fintech for 2y 1m, directly matching the role's payments-infrastructure core
- •Prior IC depth at a large product company plus a 12-to-40 team-scaling run, the exact growth phase this role owns
- •Based in Bengaluru with no relocation needed; notice period unverified, worth confirming early
Contact details find themselves.
Add a candidate and their personal email and mobile turn up on their own, checked across a dozen sources in the background. You never stall a search hunting for a number.
Outreach ships pre-drafted, and candidates reply just to compliment it.
Personalized emails and LinkedIn messages are generated per candidate and quality-checked before sending. Below, verbatim replies, names and employers redacted. From day one, this is what your inbox looks like.
Probably the best recruiter outreach email I have ever received
One of the best / most intriguing recruiting emails I’ve ever received! Really well done.
What a great email!
Your subject line has been cracking me up. Great cold email.
Great cold email. I respect it. Only reason I’m responding.
With outreaches like this one, you’ll fill the vacancy in no time!!
Toby handles the paperwork.
Our AI assistant sits in on screening calls, keeps track of what's been covered, and fills the scorecard from the transcript. Replies sort themselves, follow-ups surface on their own, and nothing depends on memory. You stay in the conversation.
Four traits in any hire
Across every level, from consultant to director, these four traits show up in the people who do well here.
Attention to detail.
Searches die on small things: a misheard notice period, a mangled comp figure, a throwaway line from a candidate that nobody wrote down. You're wired to catch them. Your facts are exact, your notes are complete, and your writing says just what it means.
Tech savvy.
Our whole edge is the platform, and you'll live in it. You don't need to code, but new tools should excite you rather than intimidate you. People who make AI part of how they work get the most out of this firm.
Strong academic background.
A record of taking hard things seriously. Good schools, good grades, or a discipline that demanded rigor: some evidence that you learn fast and hold a high bar.
A people person.
Recruiting is talking: candidates, clients, colleagues, all day. You read people quickly, you enjoy the phone, and strangers come away from a first call trusting you.
Where you'd come in
We're hiring across three levels. If you believe executive search should be more rigorous, more operator-minded, and less transactional than most firms have made it, we want to meet you.
You're in nuanced conversations with VP-level candidates from day one. You'll run research and candidate engagement on live searches, working alongside a principal or director, building target maps, reaching out to senior candidates, running first-round screens, and managing the pipeline through to close.
Building Boolean strings for someone else's longlist, or sitting in research for two years before you talk to a candidate.
Own searches end-to-end: intake with the client, mapping, sourcing, screening, shortlist, and close. You'll lead a consultant or two on each mandate and act as the direct point of contact for the client. Principals here aren't project managers, they're the ones calling the shots on the search.
Defending your shortlist to a Partner who's never met the client, or running point on someone else's mandate while they take the credit.
Lead a practice, drive new client relationships, and mentor the consultants and principals working on your mandates. Directors here help define the firm: what sectors we go deep in, which mandates we take, how we train the next generation. You'll have partner-track visibility from day one.
Hitting a revenue number set by a global office that's never seen Bangalore, or fighting an internal P&L for resources to staff your mandates.
Five steps, start to offer
Here's how it usually goes. For senior candidates, we adapt.
Initial conversation
A call with our TA team to understand your background, what you're working on now, and what you're looking for next.
Founder interview
A deeper conversation with one of our founders. We talk about your experience, how you think about the work, and what you'd bring to Bridgeview.
Sourcing assignment
We give you an example role and ask you to identify the candidates you'd consider strong fits. You build out your reasoning in a short deck.
Assignment presentation
You walk us through your approach: the candidates you found, why they fit, what you'd ask them, how you'd close them. We discuss your thinking, not just your output.
Offer
If everyone's aligned, we move to an offer.
Two offices, one team
Three companies, one group
Bridgeview doesn't stand alone. It's part of the TopHire group, three companies working different corners of the same problem: getting the right people into the right companies.
Solve
Helps startups in San Francisco and New York hire GTM and engineering talent in the US.
solvehq.co →Bridgeview
Executive search for the leadership layer. The firm this page is about.
You are here
Think you'd fit? Tell us why.
Email us at sameer@bridgeviewsearch.com with the role you're interested in, plus three things:
- 01Your CV.
- 02The most interesting search you've worked on, and what made it hard.
- 03One thing you'd change about how your current firm runs searches.