Partnering with organizations in North America for retained search, consulting, and executive coaching since 2006.
Two decades. One standard- Leaders who deliver.
A 20-year history of search.
Since 2006, Hunter Ambrose has provided executive search and leadership advisory services for healthcare, utilities, and private offices. 2026 marks our 20th year of delivering founder-led precision for the roles that define your organization.
Our track record.
98% Placement Retention Rate
95% of C-Suite Searches Close in Under 110 Days
91% Candidate Interview Rate
71 % of Clients Return for Additional Engagements within two years
Sectors we serve
C-suite, clinical leadership, and revenue cycle executives for independent hospitals, health systems, and investor-backed healthcare organizations. We have placed senior leaders in more than 500 Critical Access Hospitals since 2019. Ranked #21 among the largest executive search firms by Modern Healthcare (2022).
Healthcare & Critical Access Hospitals
General managers, finance executives, and operational leadership for water districts, utility authorities, and public infrastructure organizations. We understand the regulatory environment, the board dynamics, and the candidate market.
Water Districts and Public Utilities
Chiefs of Staff, Executive Assistants, and senior advisors for ultra-high-net-worth families and private principals. We operate with the confidentiality these engagements require.
Family Office and UHNWIs
Business Leadership: Risk, Compliance, Legal, and Finance
Hunter Ambrose supports organizations seeking experienced leaders in risk management, compliance, legal operations, and financial leadership—functions that protect an organization's integrity and long-term stability.
Corner Office Recruitment
Launch senior and leadership searches with executive-search caliber strategy and pipeline momentum — while you retain full control over recruitment protocol and final hiring decisions.
Hunter Ambrose delivers retained recruitment infrastructure for critical roles. We build awareness, activate professional outreach, and sustain a high-quality candidate pipeline so your organization can move fast with confidence.
Where leadership hiring actually happens.
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5 Million People Start a New Job Every Month- And, 80% never applied on a major job board
An estimated 5 to 6 million people begin a new job each month in the United States. The three dominant job platforms (what we refer to as LIZ), LinkedIn, Indeed, and ZipRecruiter, generate well over 100 million monthly job-seeker interactions.
Yet research consistently shows that 70 to 80 percent of people who start a new job did not find it through a major job board.
Successful executive hires happen through professional networks, direct outreach, retained search firms, and internal referrals. The highest-impact leaders are rarely found through open postings — and they're rarely looking.
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Strategic Recruitment. On Time and On Budget.
For organizations, that reality has a clear implication: if your search strategy depends on who applies, you're not reaching the leaders you actually need.
We identify leaders who are performing, not just available, and we bring them to your table with a positioning strategy that makes them want to be there.
And we do it on time and on budget.
Our flat-fee retained structure means no surprise costs tied to compensation, no scope creep, and no incentive on our end to slow the process down.
The leaders your competitors can't find are out there. We know how to reach them, how to engage them, and how to close them — without blowing your timeline or your budget.
Market Outlook: Summer 2026
The employment market is operating in permanent volatility, not a temporary blip—and the organizations that accept this are moving faster than the ones still waiting for “normal” to return.
Today’s instability isn’t driven by AI alone. Shifting global priorities, fuel prices whipsawing budgets, freight reports signaling real-time demand swings, and a steady drumbeat of tech layoffs are all reshaping how—and where—work gets done. An upbeat jobs report can coexist with deep cuts in specific sectors. It’s an unpredictable market that punishes assumptions.
For executive teams and boards, this raises the bar on every leadership hire. You are no longer searching in a stable, forecastable environment; you are hiring into a moving target. That means every search requires expert clarity on role design, performance expectations, and risk. Ambiguity is not an asset.
In this environment, the most competitive leaders are those who can read macro signals, translate them into local decisions, and then execute with discipline: protecting margins when fuel and freight spike, reallocating talent when demand shifts overnight, and using technology to increase resilience instead of adding complexity.
The mandate is clear: every executive hire must come with a proven track record of delivering measurable impact in uncertain conditions—not just managing in steady-state.
Recent Leadership Placements
General Manager- Special Water District
Chief Financial Officer- Special District
Chief Nursing Officer — Critical Access Hospital
Chief Financial Officer — Water District
Chief Financial Officer — Family Office
Chief Operating Officer — Regional Law Firm
Chief of Staff — Ultra-High-Net-Worth Family Office
Vice President of Marketing — National Healthcare Organization
Director of Revenue Cycle — Regional Health System
Clinical Manager — Hospice Services
Administrator — Mass Torts Practice
Fractional Chief Financial Officer — Growth-Stage Organization
Business Consultant — Strategic Advisory Firm
These engagements reflect our focus on leadership roles where discretion, execution, and long-term alignment matter.
Every placement is supported by Hunter Ambrose’s one-year placement guarantee, reinforcing our commitment to lasting leadership outcomes.
Founded in 2006. Retained search, executive coaching and consulting.
Discuss Your Leadership Search
If your organization is preparing for a leadership transition or strategic hire, we welcome the conversation.
Schedule a confidential discussion with Hunter Ambrose to explore your leadership needs.