Work that carries forward.
Critical hires rarely exist in isolation. Neach works with companies across functions, stages and markets, often from one search to the next.
Critical hires. Different moments of growth.
Scaling with the business.
Neach supported Redis through a period of rapid growth, recruiting across Sales, Sales Engineering, Marketing, Product and People. Searches included the SVP of Sales Engineering, who went on to build the SE organization to more than 60 people, as well as a Field CTO, HR leadership and critical individual contributors.
Some of the most senior mandates were conducted confidentially.
Read the Redis case studyBuilding from 3.
When Neach began working with musical.ly, its team outside China was just three people in a small San Francisco office. As the company rapidly expanded, Neach helped build critical parts of the organization, including VP Music Partnerships, Director of Marketing, and hires across content and partnerships.
musical.ly would later become part of TikTok.
Read the musical.ly case studyBuilding against the clock.
When ElringKlinger expanded its Fremont operation to support Tesla Model 3 production, Neach recruited critical local leadership, including the Plant Director and HR Director.
The mandate: establish the leadership needed to scale a new US operation against an aggressive production timeline.
Building a US-based commercial organization for global growth.
Neach has supported Asterra across multiple critical US-based commercial hires with global responsibilities.
Different functions. Different searches. The same close partnership.
Read the Asterra case studyA broader record, across sectors and stages.
Representative mandates. Some of Neach's most senior searches remain confidential.
What's the hire you can't afford to get wrong?
Whether you're entering the US, building a new function, replacing a key leader or making a critical technical hire, we'd like to hear what you're building.