A 22% fee, not 33%.
And they land on a team that already works.
A CRO or a VP of Operations is not on anyone's bench — that one has to be found. We run the search at two-thirds of what the big firms charge, close it in half the time, and hand the new executive a nearshore team and an AI stack on day one instead of a blank org chart.
Leadership roles for energy and industrial operators
Sourced across the U.S. for market-facing roles and across LATAM for operating roles — the brief decides, not the geography.
Chief Revenue Officer
Owns the whole revenue engine — sales, marketing, partnerships and the number.
VP / Head of Operations
Installation, O&M and field execution at scale, across crews and states.
VP of Engineering
PV and storage design, interconnection strategy and the technical standard.
Head of Project Development
Origination, land, offtake and the path from pipeline to NTP.
CFO / VP Finance
Project finance, tax-equity structuring, ITC compliance and the model.
Head of Digital / AI
The AI and automation roadmap, and the team that has to deliver it.
Compensation bands are U.S. market estimates, not quotes.
Same rigour, two-thirds the fee, half the wait
| Traditional retained firm | Kurios City | |
|---|---|---|
| Fee | 25–35% of first-year cash (typically 33%) | 22%, billed in three parts |
| Time to signed offer | 90–120 days, longer for C-suite | 8–10 weeks |
| Shortlist | Résumés and a summary call | Written assessment against a scorecard + a work sample on your operation |
| Sector depth | Generalist bench, energy as one vertical | Solar, storage, EPC and industrial AI — the only thing we do |
| After the hire | Guarantee period, then nothing | A 90-day landing plan, plus a nearshore team and AI stack they can staff immediately |
| Guarantee | 3–12 months, varies | 6 months, one replacement search |
Market fee range and timeline: 2026 executive-search pricing guides. Kurios terms are indicative and scoped per search.
How a search runs
Week 1 · The brief that does the work
Not a job description. We write the scorecard: the three outcomes this person owns in twelve months, the numbers that prove it, and the two things that would make a great candidate say no to you. Most searches fail here, not at sourcing.
Weeks 2–4 · Mapping and approach
We map the companies that already have this role solved and approach the people running it. You see a longlist with reasoning, not a stack of inbound résumés.
Weeks 4–7 · Interviews and evidence
Four to six candidates, each with a written assessment against the scorecard and a work sample relevant to your operation.
Weeks 7–10 · Offer and landing
Reference calls we run ourselves, compensation framing, and a 90-day onboarding plan so the hire does not stall in month two.
Why is the fee lower than everyone else's?
Because we are not carrying a partner pyramid. One sector, a researcher and a lead, and a candidate network we already talk to every week for the marketplace. The saving is structural, not a discount.
What if the hire does not work out?
Free replacement search within six months. One replacement per mandate.
Do you only source in LATAM?
No. Market-facing leadership is usually a U.S. search; operating and technical leadership is where LATAM is frequently the stronger and faster answer.
Can we start with a team instead of an executive?
Often the better order. Several clients staff the operating layer from the marketplace first, then hire the leader into a team that is already producing.