New York
CharterSlate recruits senior professionals for law, accounting, consulting and agency firms across New York City and the wider New York metro area.
National reach and search scope
The strongest candidate for a senior role is rarely the strongest candidate who happens to live nearby. CharterSlate recruits experienced professionals at manager level and above for consulting and advisory firms, public accounting and CPA firms, and law firms, along with marketing and creative agencies and related business services firms, wherever in the country the right person is to be found. This page explains how our U.S. coverage works in practice, the markets we work in, how we run local, hybrid, and remote searches, and what a nationwide engagement involves for your hiring team.
CharterSlate operates as a national recruitment and executive search partner. We support permanent recruitment, executive search, and senior interim engagements across the United States, serving firms from boutique practices to large multi-office organizations. A search can be confined to a single metropolitan market, spread across several regions, or opened to qualified candidates anywhere in the country. The geographic scope is agreed at the outset.
National reach counts most when a local market cannot supply the expertise a role demands. Specialist partners, niche practice leaders, and senior functional executives are rarely abundant in any one city. A firm that restricts its search to commuting distance often ends up choosing the best candidate available locally instead of the best candidate in the profession.
Our role is to make the wider search practical: mapping the full national market, screening candidates against the same standard wherever they sit, and managing the coordination that a geographically dispersed search creates. Your team gains access to the wider pool without absorbing the extra workload that usually comes with it.
Markets we recruit in
We recruit in major professional services markets throughout the country, including New York, Boston, Washington DC, and Philadelphia. Our work extends across Chicago, Detroit, Atlanta, and Dallas, and to Houston, Los Angeles, San Francisco, and Seattle. These markets illustrate our reach, not its limits. Searches can extend to other metropolitan areas and to regional markets where a client has an office or a candidate has roots.
Each market behaves differently, and reading those differences accurately is central to effective national recruiting. Compensation expectations in New York differ from those in Dallas. The supply of senior audit talent in Chicago behaves differently from the supply in Atlanta. Candidate motivations, notice norms, and competing employers also vary by region.
We bring local market knowledge to every search we run, wherever the role sits. Salary benchmarking and market insight form part of that work, so that offers are calibrated to the market the candidate actually lives in rather than to a national average that fits no one.
How a nationwide search works
A national search follows the same disciplined process as a local one, with additional coordination around geography, relocation, and interview logistics. The steps below describe a typical engagement.
1. Scope the role and the market
We work with you to define the role, the seniority, and the geographic parameters, including whether the position is office-based, hybrid, or remote.
2. Map the talent
We map qualified professionals across the relevant markets, drawing on our candidate networks, direct approach, and sector knowledge.
3. Approach and screen candidates
We engage candidates directly, conduct competency-based screening, and assess practical factors such as relocation willingness and location preferences.
4. Present a focused shortlist
You receive a considered shortlist of screened candidates with clear notes on fit, compensation expectations, and geographic circumstances.
5. Coordinate interviews and offers
We manage interview scheduling across time zones, support offer negotiation, and stay involved through acceptance and onboarding.
Local, hybrid, and remote searches
The geographic shape of a search should follow the role. For office-based leadership positions, we concentrate on the local market while running a parallel national scan for candidates open to relocation, so the two pools are compared directly rather than treated as alternatives. For hybrid roles, we agree a realistic commuting radius with you and recruit within it. For fully remote positions, we open the search nationally and screen for the disciplines senior remote work demands, including communication habits and experience leading distributed teams.
Relocation is handled openly from the start. We establish a candidate's real willingness and readiness to move early in the process, before interviews consume your team's time. Where a firm offers relocation support, we help position it within the offer so it carries its full weight. Where it does not, we qualify candidates on that basis from the outset. The result is that relocation questions are settled before shortlisting.
Multi-office and multi-market hiring
Firms with several offices often face a familiar problem: each office hires independently, with inconsistent standards, duplicated effort, and no shared view of the market. We support multi-office hiring as a coordinated program, applying consistent role definitions, screening standards, and candidate experience across locations. A single engagement can cover:
- Parallel searches for comparable roles in different cities
- A phased build-out of a new practice or office in one region
- An ongoing pipeline for a function that hires repeatedly across the country
For organizations with sustained hiring needs, we also offer embedded and project-based resourcing models, together with talent pipelining for roles you expect to open. These arrangements give a national hiring program continuity between searches and a single point of accountability across every market involved.
Sectors and roles within scope
Our coverage spans professional services broadly, including consulting and advisory, public accounting and audit, legal, and marketing and communications agencies. The selection below reflects the kinds of appointments we handle. It is not exhaustive, so if your requirement sits outside it, contact us to discuss it.
Practice and client-facing leadership
Senior professionals, managers, and directors in fee-earning and client-facing roles across consulting, accounting, legal, and agency environments.
Partners and senior executives
Partner-level appointments, practice leads, and executive hires handled with the discretion senior searches demand.
Business services functions
Experienced leaders in finance, operations, and HR, together with marketing, IT, and risk and compliance leadership within professional services firms.
Senior interim engagements
Interim appointments at manager level and above, where a firm needs experienced cover or leadership during a transition.
Engagement conditions
Our coverage is focused by design. CharterSlate recruits experienced professionals at manager level and above, through permanent recruitment, executive search, and senior interim engagements. We do not handle temporary staffing, entry-level hiring, internships, or staff-level and non-managerial positions. That focus keeps our candidate networks, market knowledge, and screening standards concentrated on the senior end of the market, where quality of fit and long-term retention carry the greatest weight for the firms we serve.
Engagements can be structured on a contingent, retained, project-based, or embedded basis, depending on the seniority, urgency, and volume of the hiring need. A sensitive partner search, a multi-city build-out, and a single senior appointment each call for a different structure, and we will recommend the right one once we understand the role and the market it sits in.
Frequently asked questions
Do you recruit in every U.S. State?
Yes. We recruit nationwide, in major metropolitan markets and regional markets alike. The reach of a particular search is defined with you at scoping stage, based on the role, the location model, and where the strongest candidates are likely to be found.
Can you run searches in several cities at once?
Yes. Multi-market and multi-office hiring is a core part of our national coverage. We coordinate parallel searches under one engagement, with consistent standards across locations and a single point of contact for your team.
How do you handle remote and hybrid roles?
Remote roles are opened to a national candidate pool and screened for the disciplines senior remote work requires. Hybrid roles are recruited within a realistic commuting radius of the relevant office, agreed with you before the search begins.
Do you support candidates relocating for a role?
We assess relocation willingness early and qualify candidates on it before shortlisting. Where your firm offers relocation support, we help present it effectively within the offer. Where it does not, candidates understand that from the outset.
What level of roles do you cover?
We recruit experienced professionals at manager level and above, from senior professionals, managers, and directors through to partners and executives. We do not undertake temporary, entry-level, junior, or staff-level hiring.
Start a conversation
If you are planning a hire in one market or several, we can advise on the shape of the search, the markets worth targeting, and the engagement model that fits your situation. Call us at +1 888-202-9809 or email contact@charterslate.com to discuss your requirements.