David Florence
Talent Acquisition, Marketing & Innovation
New York
David works on talent acquisition mandates where the appointment carries consequence — and stays personally accountable from briefing through the first year in seat.
Background
David builds the talent acquisition, marketing, and innovation capabilities that help firms compete for attention and talent at the same time. He partners with leadership teams to modernize employer brand, sharpen candidate experience, and introduce the operating rhythms that make high-growth hiring repeatable. Based in New York, David works across Technology, Consumer & Retail and Professional Services, and is trusted with mandates where discretion matters as much as reach.
How I work
Every engagement begins with a conversation about the organization, not the vacancy — what the next two years demand, what the last appointment taught you, and what the team around this role can absorb. David maps the market before naming a candidate, tests evidence rather than impressions, and puts forward only people whose case can be argued in detail. When the honest answer is that a preferred candidate is not ready, you will hear it early.
What clients can expect
Direct access to David throughout — no handover to a junior team after the pitch. Weekly written progress, a documented assessment for each finalist, calibrated market feedback on your proposition, and continued contact through onboarding and the first performance review. Confidentiality is managed as a design constraint, not an afterthought.
For candidates
David treats every conversation as a long relationship rather than a transaction. You will be told what the role genuinely is, what the organization is not yet good at, and where the risk sits for you. Feedback is given plainly and promptly, whether or not a process moves forward, and interest is never manufactured to fill a shortlist.
Expertise
Talent Acquisition, Marketing Strategy and Innovation & Growth. David contributes to the firm's appointment quality review, where every shortlist is challenged internally before it reaches a client.
“The appointment is only successful if it is still working a year later. That is the standard David measures against.”
Boards and chief executives return to David because the counsel is candid, the process is documented, and the person who wins the work is the person who does it.
Have a critical appointment ahead?
When the appointment matters, the search should begin with a conversation.