Portfolio CFOPE-backed B2B services · Southeast
4 integrations$400M P&L
94ROLE FIT
High-touch recruiting, re-engineered
Better hires.
Faster. For less.
Start with a targeted talent map for any critical role. Review the market and bespoke profile previews, then ask Urrly to source, screen, showcase, and schedule the strongest candidates.
- Executive
- Professional
- Specialized
- High-volume
- Hourly & frontline
TALENT MARKET MAPPING / LIVE Recruiter online
SAMPLE ROLE
Chief Financial Officer
PE-backed business services · U.S. · $250k-$350k + equity
184Relevant profiles
23Priority profiles
3Preview ready
QUALIFIED PROFILE PREVIEWSPrioritized for the role, not a generic database result
Divisional CFOMulti-site home services · Midwest
EBITDA expansionSponsor reporting
91ROLE FIT
VP FinanceRecurring-revenue services · National
System buildStep-up potential
88ROLE FIT
See whether Urrly is on the right track.
Build your free sample, then upgrade to named profiles, sourcing, and screens.
Illustrative prototype data
ONE PARTNER / EVERY HIRING NEED
From one pivotal executive to an entire hiring class.
Urrly scales the recruiting model around the business need, not around a rigid agency structure.
01
Executive Search
Board, C-suite, and VP-level search with a calibrated market thesis, structured evidence, and decision-ready finalist views.
Explore the service →CEO · CFO · COO · CRO · CTO · Functional VPs02
Professional and Specialized Recruiting
Hard-to-fill functional, technical, clinical, commercial, finance, and operations roles where precision matters more than volume.
Explore the service →Finance · Sales · Product · Engineering · Clinical · Operations03
High-Volume and Hourly Recruiting
Repeatable recruiting programs for frontline and distributed teams, built around throughput, quality control, and clear operating visibility.
Explore the service →Care delivery · Field services · Customer operations · Skilled roles04
Embedded and On-Demand Recruiting
Flexible recruiting capacity that works inside your operating rhythm without the fixed overhead of building a full internal function.
Explore the service →Growth sprints · Portfolio support · New markets · Ongoing hiringThe system behind the service
Technology creates the leverage. Recruiters protect the quality.
Every search moves through one visible system, from the first scorecard to the final decision. Research becomes a market map. Screens become evidence. Candidate introductions become clear, comparable showcases.
- Calibrated scorecards tied to the business outcome
- Market maps with transparent search coverage
- Evidence-backed candidate showcases, not résumé forwarding
- Side-by-side comparisons with strengths, constraints, and open questions
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ILLUSTRATIVE COMPARISONCandidate SlateChief Financial Officer · $50M multi-site services platform
CFO SCORECARD
Alex has the strongest direct sponsor and acquisition record. Morgan leads in forecasting and operating partnership. Jessica brings the deepest systems evidence but would be a first-time CFO.
Decision lensScores use a 0 to 10 scale
Alex LeePortfolio CFO
9.2Overall match
Resume 9.4Interview 9.0
Evidence coverage88%
Morgan CarterDivisional CFO
8.9Overall match
Resume 8.7Interview 9.1
Evidence coverage82%
Jessica ReedVP Finance
8.6Overall match
Resume 9.0Interview 8.2
Evidence coverage76%
Sponsor and board reportingMeaningful difference
9.5Owned board deck
8.3Owned division reporting
8.6Built portfolio pack
Acquisition integrationMeaningful difference
9.4Led four integrations
8.5Supported integration
8.9Unified three ERPs
Forecasting and cash visibilityComparable
9.1Built 13-week cash model
9.4Improved forecast accuracy
8.7Built driver model
Finance systems and controlsMore evidence needed
8.5Led NetSuite rollout
8.8Redesigned close controls
9.4Consolidated three ERPs
Relative readoutEvidence qualified
EDGEOwned four integrations and sponsor reporting
VERIFYValidate hands-on ERP configuration depth
EDGEBuilt the forecast and operating-review cadence
VERIFYValidate direct board ownership
EDGEConsolidated three ERPs and shortened close
VERIFYTest first-time CFO decision range
Strong evidence More evidence needed
Every score should resolve to observable résumé or interview evidence.
Synthetic portraits and names. Illustrative comparison data.
From qualified candidate to interview
Qualified candidates, delivered where hiring happens.
Review recruiter-verified candidates in Slack or email. Approve and book in one click, or automatically schedule candidates who meet your pre-approved bar.
See how automated sourcing works →
SlackCandidate review
GmailEmail delivery
Google CalendarInterview scheduling
Microsoft OutlookEmail and calendar
Microsoft TeamsTeam collaboration
CalendlyBooking workflow
See the evidence before anything hits your calendar.
Approve, hold, decline, or route each candidate to the right decision-maker.
Turn a qualified profile into a scheduled interview.
Approve once and let Urrly coordinate availability through your preferred calendar.
Let verified top-tier candidates book automatically.
Use client-defined requirements and recruiter verification to protect the quality bar.
Start with a role brief, not a job post. Urrly can find, engage, and pre-screen the market before a candidate reaches your calendar.
If the right people exist, Urrly can find them.
01Healthcare Services+
02Private Equity & Portfolio Companies+
03Business & Tech-Enabled Services+
People-intensive and software-enabled businesses where the team is the operating engine.
- Professional services
- Managed services
- Training & compliance software
- Customer operations
- B2B growth
04Real Estate & Homebuilding+
Property operations, homebuilding, builder finance, construction, and the field teams that keep assets performing.
- Property operations
- Homebuilding
- Builder finance
- Construction
- Field services
05Financial Services & Insurance+
Commercial, analytical, risk, finance, and operating talent for capital-driven businesses.
- Specialty finance
- Credit & underwriting
- Insurance
- Finance operations
- Technical transformation
06Government, GovCon & Regulated Operations+
Specialists who understand federal vehicles, public-sector buyers, compliance, and regulated operating environments.
- GSA MAS & GWAC
- Federal contracts
- Government software
- Aviation & transportation
- Compliance-intensive services
Cross-industry hiring capability
Find the talent to reach your next milestone.
From top-performing individual contributors to transformational leaders, Urrly finds the people who can change the trajectory, scale the company, and build the capabilities below.
01
Clinical Talent
Urrly finds physicians, advanced practice providers, nurses, therapists, medical assistants, care managers, and other clinical talent across telehealth, in-clinic, in-home, hospice, senior-care, and behavioral-health models.
Explore the capability →02Finance & Accounting
Urrly recruits chief financial officers, controllers, FP&A leaders, accounting operators, credit professionals, and systems-oriented finance talent across industries.
Explore the capability →03Software Engineering
Urrly recruits full-stack, backend, platform, infrastructure, data, AI, and engineering leadership talent across healthtech, fintech, regulated software, training software, and tech-enabled services.
Explore the capability →04AI-Enabled Operators
Urrly looks for functional leaders who combine domain expertise with evidence they can use AI, automation, and coding agents to change how finance, operations, sales, marketing, revenue cycle, or service delivery performs.
Explore the capability →05Sales, Marketing & GTM
Urrly recruits sales, marketing, growth, business-development, customer, and go-to-market leaders across services, healthcare, insurance, software, retail, private markets, and regulated businesses.
Explore the capability →MORE SPECIALIZED CAPABILITYProperty, Facilities & Field Services →Customer & Contact Center Operations →Healthcare RCM & Operations →
Start with talent intelligence
Find talent from your competitors who are open to making a move.
Give Urrly one active hiring need. We identify direct competitors and relevant companies serving the same buyers, rank the strongest candidates, and validate who is open to the right opportunity.
uUrrly Talent Intelligence
ILLUSTRATIVE SEARCHTHE HIRE / THE BUSINESS OUTCOME
See the strongest candidates before you start outreach.
Urrly turns one active hiring need into a ranked view of people with the right experience, then validates who is ready to talk.
FIND THE RIGHT COMPANIES
From your current scale to the next milestone.
Urrly identifies direct competitors, relevant companies selling to the same buyers, and businesses that already made the move you are planning.
YOUR COMPANY$10M
Comparable growth journeysCompetitors · Same-buyer companies · Proven operatorsYOUR NEXT MILESTONE$50M
FIND THE PEOPLE WHO DID IT
Find the people who helped make that leap.
Urrly finds people inside those companies with evidence they helped create the growth, ranks the strongest fits, and shows why each person matches.
01
READY FOR THE NEXT STEPVP Finance → Chief Financial Officer
94Helped scale a comparable business from $12M to $48M.
RELEVANT SCALEFUNCTIONAL DEPTHSTEP-UP READINESS
THREE WAYS TO WORK WITH URRLY
Start with the candidates. Choose what Urrly does next.
Use the talent intelligence yourself, ask Urrly to create candidate conversations, or hand us the entire search.
Show me qualified candidates →01TALENT INTELLIGENCE
Show me the candidates.
See the strongest candidates, the total talent universe, and how candidate quality changes at different compensation levels.
02AUTOMATED SOURCING + RECRUITER CALIBRATION
Put interested candidates on my calendar.
Urrly engages the strongest matches and schedules interested candidates. Interview transcripts and your feedback sharpen the next group automatically.
See the sourcing workflow →03FULL SEARCH
Run the search for me.
Urrly sources, screens, and only brings you the most qualified candidates, with more market and decision data than a traditional search process.
Start with the critical hire
Who do you need to hire to move the business forward?
Tell us the problem to solve or the milestone to reach. Urrly will show you how we would find, assess, and deliver the strongest candidates to get you there.
ASK URRLY / PRIVATE BETATurn a hiring need into a usable brief
Fall 2026Clarify the mandateStructure the briefVerify work emailRoute to a recruiter
Can you find my critical hire?How do you identify the best candidates?Do you know my industry?How fast can Urrly start?
01
Candidate identities will not appear in the public AI experience. Complex and sensitive decisions remain behind recruiter review.
Explore the private beta ↗THE OLD GUARD / THE URRLY WAY
The faster, more affordable way to recruit for the future.
Better information before the search. Better decisions during it. Intelligence that improves every hire after.
Market basis: public executive-search filings describe retained fees at approximately one-third of first-year compensation. Urrly comparison reflects comparable full-search mandates and varies by scope. Review the public market reference ↗
DIRECT ANSWERS / EASY TO FIND
What serious hiring teams want to know.
These are the questions with the highest commercial intent. The full answer center covers search models, sourcing, private equity, healthcare, AI, cost, and timing.
Explore all recruiting answers ↗01What is talent mapping, and can I see the market before starting a full search?+
Talent mapping identifies the relevant companies, candidate segments, compensation realities, and strongest potential profiles before a client commits to full execution.
02What is the difference between retained executive search and contingency recruiting?+
Retained search is built around a defined mandate and a committed search process. Contingency recruiting is usually paid only when a presented candidate is hired.
03How much does executive search cost?+
Public executive-search filings describe conventional retained fees at approximately one-third of first-year compensation. Urrly offers different levels of ownership so clients do not have to buy a full search for every need.
04How long does an executive or specialized search take?+
Timing depends on mandate clarity, candidate scarcity, compensation, geography, decision speed, and notice periods. The search can launch as soon as the brief and process are calibrated.
05Can AI safely help source and screen candidates?+
Yes, when AI is used to structure research and evidence, with clear data boundaries, recruiter verification, and human ownership of consequential decisions.
06Why does Urrly require a work email, and what happens first?+
A work email helps validate company context before Urrly prepares a company-specific market map or recruiter follow-up.
The right hire starts with a clear view of the market.