Tru.AI Talent · Powered by TruTalent Solution
What we do,
and how we do it.
Four service areas. One model. Every search we run is retained, AI and ML exclusive, and built around precision — not volume.
AI & ML executive search for leaders who define what's possible.
The most consequential hire you'll make is the one who sets the direction. We place Chief AI Officers, CTOs, VPs of Engineering, and Chief Data Officers — executives who understand the agentic era and can move your organization forward from day one.
What you get
Curated shortlist of 3–5 pre-vetted executive candidates
Full assessment of technical vision, leadership style, and organizational fit
Compensation benchmarking and offer strategy
End-to-end management from brief to signed offer
Why it matters
A great AI executive doesn't just fill a seat — they reshape your roadmap, attract top technical talent, and determine whether your AI investments compound or stall. Getting this hire right is worth the precision.
Roles we fill
CTO · Chief AI Officer · VP Engineering · CDO · Head of AI
Typical timeline
3–6 weeks to shortlist
Search model
Retained only
Technical leadership recruiting for the people who build and run AI teams.
Between the C-suite and the individual contributor lies the layer that actually determines execution quality: Directors, Heads of ML, Staff Engineers, and Principal Researchers. These are the people who set technical standards, mentor teams, and translate strategy into shipped product. We know how to find them.
What you get
Deep sourcing into passive candidate networks — not job board applicants
Technical depth assessment tailored to your stack and domain
Leadership and communication evaluation for player-coach roles
Structured shortlist with written candidate profiles and our recommendation
Why it matters
Technical leaders are the hardest hires to get right. They need to be strong enough technically to earn the respect of senior engineers, and strong enough as leaders to build and retain a team. We assess both — and we don't confuse one for the other.
Roles we fill
Staff / Principal Engineer · Director of ML · Head of AI · Engineering Manager
Typical timeline
2–4 weeks to shortlist
Search model
Retained only
Machine learning hiring and data talent acquisition for the full AI stack.
From LLM engineers and agentic AI architects to data engineers and ML infrastructure leads — we place the individual contributors who do the work. Our sourcing goes deep into passive candidate pools, and our technical fluency means we can tell the difference between a candidate who looks right on paper and one who actually is.
What you get
Precision sourcing for senior IC roles across the full AI and data stack
Technical signal filtering — we assess depth, not just keywords
Access to passive candidates who aren't on job boards
Fast shortlist delivery with full candidate context
Why it matters
The difference between an LLM fine-tuning specialist and an agentic systems architect is not obvious from a resume. We know the difference — and that precision changes who we find, who we approach, and who ends up on your shortlist.
Roles we fill
ML Engineer · LLM Specialist · Data Engineer · MLOps · Agentic AI Architect · Research Scientist
Typical timeline
10–14 days to shortlist
Search model
Retained only
Retained search: fully aligned, fully accountable.
We work exclusively on a retained basis. That's not a formality — it's the foundation of how we operate. Retained search means our incentives are fully aligned with your outcome. We succeed when you make a great hire, not when we fill a slot. It means your search gets our full attention, not a fraction of it.
What you get
Dedicated search team — not shared across fifty open reqs
Proactive market mapping before outreach begins
Transparent progress reporting throughout the search
30/90/180-day post-hire check-ins and placement guarantee
Why it matters
Contingency recruiting creates misaligned incentives. Speed over quality. Volume over precision. We don't work that way. Retained means we're accountable to the outcome — and that accountability is what makes the difference between a hire that sticks and one that doesn't.
Concurrent searches
Limited by design — your role gets full attention
Retention rate
94% at one year across all placements
Guarantee
Replacement at no additional retainer if hire doesn't work out
Retained search vs.
contingency recruiting.
Tru.AI Talent
Retained
Typical Contingency
Volume-based
Search model
Retained only
Contingency / volume
Incentive alignment
Aligned with your outcome
Aligned with speed of fill
Candidates per shortlist
3–5 curated
20–50 unfiltered
Sourcing approach
Passive-first, network-driven
Job board + database blast
Technical assessment
Deep domain fluency
Keyword matching
Post-hire engagement
30/90/180-day check-ins
None after placement
Concurrent searches
Limited by design
Unlimited / no cap
Ready to find your next
AI or ML hire?
Every search starts with a conversation. Tell us about the role and the problem you're trying to solve — we'll tell you if we're the right fit.