Look beyond the surface
Surface Signals Can Feel Safe​
But It's Not Where Security Is Found​
Talent is the most volatile risk to the execution of strategy, but the risk is asymmetric. An underperforming employee compromises a workflow. An underperforming leader jeopardizes the entire value creation plan.
Mitigating this risk requires looking beyond superficial optics, biases, and artful language that conflate candidates with superstars. This 'superstar trap' typically stems from two sources of skewed due diligence:
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Superlatives and indiscriminate language can lead to misplaced confidence in a candidate's abilities. Words like 'excellent' and 'best' are unquantifiable and lack a defined ceiling, and are often used to generalize and exaggerate performance. A 'superlative superstar' may well be great, but without the data, it remains a gamble.​
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Big-logo brands and personal recommendations can create a prestigious 'superstar effect' that bypasses scrutiny. When prestige supplants rigorous analysis, it creates a false sense of security—flags are excused, and the investment thesis is compromised.​​​​​​​​​​
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Superlatives ≠ Objective
Prestige ≠ Diligence​​​​​
Geode Talent Insights is a full-service executive search and leadership consulting firm founded in 2025 by Thomas McDonald. Through our rigorous leadership analysis framework, Geode empowers private investors, executive teams, and human resources leaders, to make confident leadership decisions backed by hard data and research-driven insights.
You wouldn't acquire a business without a layered operational and financial due diligence review
Why appoint a leader without one?
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Our Layered Executive Alignment Due Diligence Review—LEADR—framework reviews every candidate against two benchmarks: peer-reviewed research and your specific requirements. Hundreds of data points, graded, explained, and handed to you without a recommendation.
We don't tell you who to hire. We tell you what the evidence says.
Because you don't need another recruiter's opinion.
You need the data.​​
A
Defined,
Layered,
Repeatable
Framework
​​​The rigor of our LEADR framework ensures we deliver quality candidates and market-leading insights, even in niche and novel industries.
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With our framework, we prioritize caution and speed—in that order. Poor leaders kill more deals than time.
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We'll walk you through our process flow diagrams for Executive Search, Due Diligence, and Leadership Development—ask us anytime.
More than 70% of private equity portfolio CEOs are replaced before the exit. Most for underperformance.
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EQ accounts for ~90% of the gap between top- and average-performing executives. Our LEADR framework measures it through the MSCEIT .
​The MSCEIT is the most scientifically rigorous, most validated ability-based measure of EQ—providing an objective measure of emotional intelligence competency through tested performance, not self-reporting.
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PREFERENCES
CULTURAL
IMPACT
EXPERIENCE
COMMUNICATION
STYLE
EQ
PERFORMANCE
HISTORY
LEADERSHIP
STYLE
Every Strength.
Every Gap.
No Filter.
Beyond Gut Checks
What We Do
Executive Search​​​
Due Diligence
Leadership Development
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​​​​Advisory Board Appointments
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Executive Leadership Appointments
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Senior Leadership Appointments​​​​​​​
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M&A Due Diligence & Talent Planning
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External Leadership Appointment Diligence
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Internal Leadership Appointment Diligence
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Executive Leadership Development
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Team/Portfolio Leadership Development
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High Potential Leadership Development
​​​​Extensive Market Maps
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Weekly Update Reports
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Layered Executive Alignment Due
Diligence Review (LEADR) Reports
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LEADR-Based Post-Appointment
Executive Support Strategies​​​​
Layered Executive Alignment Due
Diligence Review (LEADR) Reports
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LEADR-Based Post-Diligence
Executive Support Strategies
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LEADR-Based Post-Diligence
Organizational Design Strategies​
Layered Executive Alignment Due
Diligence Review (LEADR) Reports
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Monthly Update Briefs
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Quarterly Update Reports
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6 & 12 Month Updated
LEADR Reports
Citrine Partner
Single-project engagements—For firms with targeted leadership needs
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Fixed Project Engagement Retainer
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Fixed Project Milestone Retainer​​
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Variable Closing Fee
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Fixed Project Engagement Retainer
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Fixed Individual LEADR Review Fee
OR
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Fixed Team Due Diligence​ Review Fee
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Fixed Engagement Retainer
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Fixed Project Milestone Retainer​​s
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Fixed Final Invoice
Opal Partner
Multiple project engagements—For firms with periodic leadership needs throughout the year
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Fixed Multi-Project Engagement Retainer
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Fixed Project Milestone Retainer​​s
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Opal-Aligned Variable Closing Fees
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Complimentary Client MSCEIT Assessments
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Fixed Multi-Project Engagement Retainer
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Opal-Aligned Fixed Individual LEADR Review Fees
OR
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Opal-Aligned Fixed Team Due Diligence Review Fee
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Fixed Multi-Project Engagement Retainer
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Fixed Project Milestone Retainer​​s
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Opal-Aligned Fixed Final Invoice
Our fees are built on a simple principle:
Never compromise the ability to secure the right leader
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Variable fees determined by the candidate's Total Annual Cash Compensation—TACC—include Base Salary and Target Bonus.
≠ Additional assessments
≠ Relocation packages
≠ Signing bonuses
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A travel budget of up to $5,000 may be billed at engagement close, where applicable. This will always be communicated in advance, along with the value of all flat fees and the structure of all variable project fees.
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Long-term relationships are built on trust.
Any perception of self-interest risks eroding it.