Boutique Executive Search
Executive search for professionals with neurological & chronic conditions. Placed with employers who actually get it.
Senior leaders living with MS, epilepsy, ADHD, autism, migraine, and chronic illness are some of the most capable people who never make it through a standard pipeline. We find them. We place them somewhere worth staying.
01 For Candidates
You are not a diversity hire. You are the hire.
The traditional search process was not built for you. It rewards people who can mask, who never need a second interview slot, who can treat a flare-up as a personal failing. You have spent years doing the work twice over to land in the same place. You should not have to keep proving the obvious.
NeuroSearch represents senior and executive candidates who happen to live with a neurological or chronic condition. We learn how you actually do your best work, then put you in front of companies that have already done the work to support it. No disclosure roulette. No pretending the condition is not in the room.
We work with professionals managing
02 Why we exist
Accommodation is not a checkbox.
Most inclusion programs are built to be seen, not used. There is a real difference between a company that publishes an accessibility statement and a company where your manager already knows how to run a process you can succeed in. We only place with the second kind.
Inclusion theater
- A badge on the careers page
- An accommodation form routed to no one
- A culture that calls flexibility a perk
- Disclosure that quietly costs you the offer
What we hold out for
- Managers trained before you arrive
- A real accommodation process with an owner and a timeline
- Flexibility treated as infrastructure, not a favor
- Disclosure that changes nothing about your standing
03 For Employers
What accommodation-forward actually means.
If you hire through NeuroSearch, you are not doing anyone a favor. You are getting access to senior talent your competitors are screening out by accident. In exchange, we hold you to a real standard before we send you a single name.
We look for evidence, not intentions.
Talk about a rolei.
Flexible and remote work that predates the hire
ii.
A funded, documented accommodation process
iii.
Managers who have been trained, not just emailed a PDF
iv.
Leadership that tracks retention of disabled talent as a metric
v.
Benefits that actually cover chronic care
vi.
A track record you can reference, not a values page
04 The process
Simple, and built around how you actually work.
01
We listen
For candidates, that means your goals, your non-negotiables, and the conditions you do your best work under. For employers, the role and the honest reality of the team.
02
We match
Deep vetting on both sides. We only introduce people we would stake our name on, to companies we would send a friend to. Fit is mutual or it is not a match.
03
We stay
Placement is the start, not the finish. We check in after the offer, through onboarding, and well past the point most recruiters disappear.
Let's talk
Find the right fit.
Whether you are looking for your next role or your next leader, the first conversation is confidential and costs you nothing but a little honesty.