01 / Compliance
Compliance leadership
Find leaders who can interpret regulatory requirements and build programs people can follow.
Chief Compliance Officer · Director of Regulatory Affairs
AI-enabled executive search & fractional talent management
The right leader,
at the moment
it matters.
We find leaders and senior specialists in governance, risk, and compliance.
Our specialties
02 / Risk
Risk and governance
Hire leaders who strengthen oversight, improve controls, and make complex risks clear to decision makers.
Director of Enterprise Risk · Head of Cybersecurity GRC
03 / RegTech
Regulatory technology
Find specialists who connect compliance requirements with the platforms, data, and workflows that support them.
GRC Platform Lead · AI Governance Director
Industries we serve
GRC expertise. Industry context.
We focus our candidate and client searches on four industry groups, matching governance, risk, and compliance experience to each organization's business, technology, and regulatory environment.
Financial services and banking
Compliance leadership, enterprise and operational risk, financial crime compliance, internal controls, and audit.
Technology and telecommunications
Cybersecurity GRC, data privacy, AI governance, third-party risk, and regulatory technology.
Healthcare and life sciences
Healthcare compliance, regulatory affairs, privacy, quality governance, and enterprise risk.
Energy, utilities and manufacturing
Corporate governance, operational and enterprise risk, regulatory compliance, internal controls, and assurance.
Work with us
Recruiting options for your next hire.
Retained search
For a critical hire that needs dedicated research, a defined brief, and a carefully assessed shortlist.
Discuss a retainer ↗Contingency recruiting
For an open role where you want recruiting support without an upfront retainer. A placement fee applies only if you hire a candidate we introduce.
Discuss contingency recruitingFractional talent management
For teams that need ongoing hiring support without adding a full-time talent manager. Get help defining roles, finding candidates, and managing the hiring process as needs change.
Discuss fractional supportNeed to hire discreetly? Request a confidential conversation with any service.
How we work
A deliberate search, from brief to shortlist.
Every assignment starts with a clear view of the business challenge, the decision makers, and the capabilities the new hire must bring.
01 / DEFINE
Understand the mandate
Clarify the role, regulatory context, priorities, and success measures.
02 / MAP
Identify the market
Target relevant sectors and find professionals whose experience fits the brief.
03 / ASSESS
Evaluate fit
Discuss leadership, technical depth, and the realities of the role.
04 / CONNECT
Support the decision
Present qualified candidates and stay engaged through the hiring process.
Agilitree insights
Ideas for hiring in Governance, Risk, and Compliance.
Practical perspectives on leadership, specialized talent, and the work of building stronger regulated organizations.
Why a vacant compliance leadership role creates business risk
A critical vacancy affects more than workload. It can slow remediation, weaken oversight, and increase pressure across the organization.
Read the article →The leadership profile behind successful RegTech transformation
The strongest RegTech leaders connect regulatory requirements, operations, technology, and organizational change.
Read the article →What to look for when hiring an AI governance leader
AI governance requires more than policy knowledge. The right leader must translate risk into practical decisions the business can follow.
Read the article →Free resource for hiring leaders
Define the hire.
Strengthen the search.
Get the Compliance, Risk & RegTech Hiring Readiness Kit: a 15-question scorecard, a one-page role brief, and a practical action plan.
Get the free hiring kit →Fillable or printable. Built for executives, HR, and talent acquisition teams.
What you can expect
Clear communication. Careful judgment.
We agree on the search brief, how we’ll share progress, and how sensitive information will be handled. AI supports research; people lead conversations and assess fit.
The story behind Agilitree
From paper résumés and fax machines to a more thoughtful search.
I first learned recruiting by picking up the phone.
Read the founder story
In my mid-twenties, after leaving the Washington, DC area and Howard University, I met a mentor in Baltimore, MD who introduced me to IT recruiting. This was the 1990s. We collected paper résumés at job fairs, sifted through what felt like thousands of resumes in search for someone with experience in PowerBuilder, Microsoft Visual Basic (VB), and Oracle Forms, screened candidates by phone and then faxed their information to clients. There was no applicant tracking system or CRM guiding our work.
Finding clients took the same persistence. We read newspaper job ads, searched the Yellow Pages for companies in our industry, and made cold calls. Those years taught me how much recruiting depends on listening, judgment, and relationships and a lot of patience.
Technology has transformed the search. Today, I bring that early recruiting experience together with my work in project management, Scrum, quality, and regulated industries. We use modern tools to find and assess talent while keeping the human conversation at the center.
Agilitree brings two ideas together: agility in how we respond to a client's needs, and a tree as a symbol of the growth the right people make possible.
Better tools help us search further. Better judgment helps us choose well.
Professional recommendations
The experience behind Agilitree Recruiting
Feedback from recruiting and technology leaders who worked with our founder, summarized below.
A Lead Recruiter highlighted the care and purpose behind the work, along with the initiative to improve recruiting processes while keeping day-to-day work on track.
A VP of Technology praised the responsive support for a software hiring team. Identifying qualified candidates and handling first-round interviews helped hiring managers spend more time with the strongest prospects.
Start a conversation
How can we help you hire?
Tell us about a role or the hiring support you need. We’ll follow up by email to discuss next steps.
Email
recruiter@agilitreerecruiting.com
Phone
+1 (678) 620-6204
For a sensitive search, contact us directly before sharing confidential details.