Experienced Professional to Executive Search
Managing searches the way hiring managers expect it to be managed
PDJ Search is a boutique experienced professional and executive search practice built on a simple idea: both sides of a hire deserve the same standard. Founded by Paul DeJesus, who spent his career leading corporate recruiting functions inside EY, Accenture, UBS, BNY Mellon, Bloomberg, Adobe, and Prudential before founding the firm.
PDJ Search evaluates every search and every candidate with the judgment of someone who has actually sat on both sides of the hiring table. That balanced standard shows up in the results: successful placements for companies including HelloFresh, The Farmer’s Dog, and Horizon Blue Cross Blue Shield of New Jersey, across financial services, technology, healthcare, professional services, consumer products, and media.
Every search is run personally by Paul, backed by a 100% guarantee to deliver the right hire.
Clients Can Expect …
Objective Judgment, applied with none of the usual risk.
PDJ Search runs every search the way an actual hiring manager would want it to be run: transparent objective candidate assessments, (not a resume-matching exercise), with a focus on speed, quality and the candidate experience. This is the standard that doesn’t change and should be expected throughout the full hiring life cycle.
Guarantee — Every placement comes with a replacement guarantee. If a hire doesn’t work out in agreed upon window, we conduct a replacement search at no additional fee.
Fair UnBiased Assessment — Every candidate is evaluated on what they’ve actually accomplished; not title inflation, not how recently they changed jobs; etc. Candidates receive a structured interview focused on skills, and experiences to mitigate biases, allowing for fair assessments.
Direct Sourcing — The best experienced professional to senior level talent isn’t always on job boards. Through research and direct outreach, PDJ Search identifies, screens, and refers talent who are thriving in their current roles.
A Continuous Feedback Loop — Clear, ongoing communications provided to both client and candidate is essential. Clients receive market insights, unbiased assessments and candidate feedback, while the candidate should expect to receive honest and timely interview feedback to ensure transparency and an overall positive candidate experience.
PDJ Search - What’s Unique?
Many recruiters have only ever worked one side of the table matching resumes to job descriptions from the outside. Paul spent his career on the other side of it, building and running the recruiting functions inside EY, Accenture, CSC, UBS, BNY Mellon, Bloomberg, CBRE, Adobe, and Prudential. That’s not more experience. It’s a different kind of experience, one that shows up in how every search is actually run.
He evaluates the way the hiring manager would, because he’s been the hiring manager. Not a keyword match. Not a volume play. Real judgment about who will actually work in the seat.
The same standard applies to both sides. Companies get the full arsenal of Paul’s recruiting experience, passion and relentless focus on finding the right talent, while candidates are managed with the utmost care, unbiased assessment and provided honest feedback. In short, neither side is shortchanged…that’s simply Paul’s modus operandi.
You work with Paul not a team, not a hand-off. Every stage of the search, from the first conversation to the final placement, is run by the person doing the evaluating.
Target Industries
Financial Services — Banking, Asset Management, Wealth Management, Capital Markets, Commercial Real Estate, FinTech, Insurance, Risk, Compliance, and Financial Operations
Technology — Enterprise Software, SaaS, Cloud, Cybersecurity, DevOps, Engineering, Product, Data & Analytics, UX/UI Design, and Digital Transformation
Healthcare — Healthcare Consulting, Health Systems, Payers, Providers, Digital Health, Revenue Cycle, and Healthcare Transformation
Professional Services — Management Consulting, Technology Consulting, Accounting, Audit, Tax, Legal, Advisory, Risk Advisory, and Business Transformation
Consumer Products — Consumer Packaged Goods, Retail, E-Commerce, Direct-to-Consumer, Food & Beverage, Beauty & Personal Care, Brand Management, Merchandising, and Supply Chain
Media & Entertainment — Streaming, Publishing, Studios, Film & Television, Content Production, Digital Media, Advertising Technology, Gaming, and Business Affairs
Why the Arch
Every arch is built from two sides that can’t stand on their own, push either one up alone and it just falls. The only reason it becomes a structure is the keystone: one piece, set exactly where both sides meet, carrying the weight of each into the other.
That’s the idea behind PDJ Search. A hiring manager and a candidate are the two sides of every search; same weight, standing opposite each other, needing the same thing without always being able to say so. What’s missing is the piece that’s touched both sides, that knows what the role actually needs, and what the candidate has actually built, because it’s carried that same weight from the inside.
Paul spent his career on the inside of that structure building and running recruiting functions at EY, Accenture, UBS, BNY Mellon, Bloomberg, CBRE, Adobe, and Prudential before he ever sat across the table from a client. The keystone isn’t a symbol borrowed for a logo. It’s a description of the position he’s already held.
A balanced approach from someone who has sat on both sides.