Goldscott is a 14-person retained-search firm built around one stubborn idea: the right hire is one of fifty people in the world, and you find them by knowing the field, not by posting a job. We've placed 240+ leaders since 1998 and we've never run more than ten searches at a time.
Goldscott was started in a one-room office on Lafayette Street by two former hospital operators who'd grown tired of how loudly the industry hired its leaders. Job postings tipped off competitors. Generalist agencies sent the same six résumés to every health system. Confidential searches weren't.
So they built something quieter. A firm that runs every search like a private brief: a hand-built target list, partner-only outreach, references taken before the candidate's name reaches the client. Twenty-eight years later the model hasn't changed — we've just gotten better at it.
Today Goldscott places C-suite and senior clinical leaders at health systems, multi-state provider groups, payer-adjacent startups, and life-sciences operators. We don't post. We don't farm out. Every search is led end-to-end by one of our nine partners.
CEOs, CMOs, CNOs, service-line presidents. Academic and community.
Multi-state outpatient, SUD, digital MH. Chief Clinical, VP Ops.
Specialty roll-ups, multi-site primary care, dental and dermatology platforms.
Series B–pre-IPO. CMO, CCO, VP Clinical Ops, Head of UM.
General Counsel, Chief People, Head of Medical Affairs. Pre-IPO and growth.
Independent directors, clinical advisors, transition-period interim execs.
Sitting-exec replacements where the incumbent doesn't know yet.
Tech engineering, mid-management, contingency, contract staffing.
We don't post jobs. We build a named target list of 30–60 operators per search and approach each one personally. If we can't name fifty people who could do the job, we don't take the brief.
One of nine partners runs every search start to finish. No researchers on outreach, no juniors at intake. The person you brief is the person who calls candidates.
Client name doesn't leave the firm until a candidate is shortlist-bound. Candidate name doesn't reach the client until references are in. NDAs on request, but assumed in spirit.
We cap active work at ten searches across the firm. It limits revenue and it's the point — we'd rather close one search a month than juggle thirty and close none.
First retainer is invoiced only after the brief is signed and the target list is approved. If we can't see a path to the hire in 90 days, we won't take your money.
Placement isn't a handoff. We check in with both sides at week one, week four, and day ninety. A bad first quarter is fixable if you catch it early.
One room. Three searches. A hand-cranked rolodex of 800 names from their hospital days.
Partner Tomás Liu moves west to follow the post-Medicare-Modernization-Act provider boom.
A CFO at a children's hospital in Cleveland. She's still there.
Six dedicated partners. First search for a Chief Clinical Officer at a multi-state outpatient platform.
First non-US engagements with European digital-health operators.
From a global retained firm. Partnership voted unanimously to stay independent.
We're not looking to scale headcount. We're looking for the next ten searches we can do well.
A 20-minute call with a partner is the fastest way to find out. If we're not right, we'll tell you and point you toward who is.
