Supremos Talent is a founder-led executive search firm built for one category. We place COO, CMO, Head of Growth, and Creative Director leaders at DTC e-commerce companies — on contingency, with a written scope before any name is shared.
A short, deliberate roster — the same reason the practice stays to three roles.
Every search runs against the same standard: can this operator hold the number, not just discuss it.
Brand-building and direct-response are different disciplines under the same job title. We name which one a candidate actually is.
Generalist search firms treat a CMO hire the same whether the brand sells SaaS seats or skincare. That's how the wrong operator ends up in the seat — someone fluent in enterprise sales cycles, sitting in a chair that needs someone fluent in CAC and creative testing velocity.
Supremos Talent exists because DTC operators are a distinct species. A CMO who can't read a hook rate isn't a fit, no matter how strong their resume looks on paper. A Creative Director who's never shipped a UGC brief at volume will slow a brand down, not scale it.
Every search runs on that same conviction: depth in one category beats breadth across ten.
Consistency is what keeps a search fast — and keeps a slate worth reviewing.
Boolean strings built for the exact operator profile — not a keyword match on a job title.
A structured scoring framework against the brief, so "strong candidate" means something specific.
A short slate with a written read on each name — a decision to make, not resumes to sort.
Compensation, equity, and timing negotiated founder to founder as part of the search itself.
Being clear about fit upfront saves both sides time — this isn't a general-purpose search firm.
Real outcomes from a recent engagement — not a case study with the details rounded off.
Exact fee terms are set per engagement — reach out to discuss what applies to your search.
Supremos Talent only works three roles, in one category. That narrowness is the point — every search draws on the same DTC-specific frameworks and terminology instead of starting from scratch each time.
Replacement terms are agreed in writing before a search starts, alongside the fee schedule — ask for the specifics for your search.
Timelines vary by role and how tightly the brief is scoped. A clear brief upfront is what keeps a search moving quickly.
Not currently — staying inside these three roles is what keeps the candidate networks and evaluation frameworks sharp.