AI compresses time but increases risk. Search firms reduce risk but increase time and cost. Marovi compresses time and risk - without search-level fees.
5 months in. A dozen clients. 3 offerings. 7 use cases.
Latest update - straight from Marovi co-founders. โ
Traction so far
Our thesis from day one: replicate the work of a great executive recruiter at the start of a search - rigorous research, real judgment - and make it faster, more affordable, and more accessible.
Five months in, we have a ๐ฑ๐ผ๐๐ฒ๐ป ๐ฐ๐น๐ถ๐ฒ๐ป๐๐ using Marovi.
Clients are buying
Three solutions have resonated: we run the whole search (includes a complimentary platform seat), we handle the upfront research and prospect evaluation, or you license the platform and run with it yourself.
Results: major cuts to search fees, benefits of AI without the inherent risks, expert talent evaluation at speed, and time back for the human work.
Coming up
Started with VP and above searches. Added Director level this month. Manager level is next, because clients are asking for it.
Deeper talent evaluation through company mapping. And a way for candidates to assess their own fit to a role - through the lens of an executive recruiter - and add more context to their experience.
Our take on AI and its role in executive hiring
High-stakes executive hiring is not the place for AI hallucination and security risk.
AI tools can surface what's visible, match on keywords - but don't go deep enough on expert, talent evaluation, and still leave experienced recruiters doing the interpretive work.
Jin Ro wrote about where AI fits in the executive hiring process - and where it doesn't.
His argument: the goal shouldn't be full autonomy. It should be transparency.
Most popular use cases
- Faster, more defensible prospect research and evaluation
- Talent market mapping across candidates and companies
- Better evaluation of known talent already in your systems
- More fit clarity for candidates exploring new roles
- Full search handoff when bandwidth isn't there
- Clean, fast reporting from assessments, interviews, and notes
- A training tool that helps recruiters evaluate talent like seasoned experts
What's being said
โ VP, Executive Talent @ Fortune 50 company: โWe go from searching, to insight, to stakeholder alignment, to prospect reports - all in the same day.โ
โ CPO in Private Equity: โI showed the candidate reports and scorecard to my CEO and CCO. Their reaction: A+++ work!โ
โ Partner in recruiting firm: โIntuitive, fast and handles the upfront research for me. Reports make it easier to evaluate talent objectively.โ
โ Named "notable, up and coming vendor" by IDC analyst.
Thanks for being here with us.
Matthew Mooney, Vicky Whitley Wilkens and Jin Ro
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