Altvia is a Denver-based BI and CRM software company serving the private capital market. Following a meaningful capital injection, the leadership team needed to add executive and mid-level talent across the functions that would carry the next stage of growth.
Investor context: Marlin Equity Partners
The Mandate
Altvia needed recruiting velocity immediately after a meaningful capital injection. The search could not wait for a slow market scan or a long calibration loop.
The company sells into private capital. Candidate quality depended on more than SaaS experience: the strongest profiles understood complex stakeholders, relationship-heavy sales cycles, and data-driven workflows.
The mandate was not one isolated executive search. It required senior leaders and mid-level operators across marketing, sales, solutions, implementation, technical account management, professional services, and HR.
The Challenge
Altvia needed candidates who cleared every filter at once. Any one alone would compress a funnel. All three together is why 2,197 candidates produced 10 hires.
The executive hires needed to do more than manage a function. They needed to shape the operating cadence after investment, set the standard for the team below them, and make decisions in a higher-growth environment.
Altvia's market is relationship-heavy and workflow-specific. The strongest candidates had to understand technical delivery, commercial urgency, and the realities of serving private capital firms.
Speed only helped if the candidates were accurate. The operating model had to produce qualified, interview-ready candidates quickly without forcing Altvia to sort through broad, unfocused volume.
Execution
M Search averaged 5.4 submittals per role across 10 searches and converted 75.1% of those submittals into interviews. That is the difference between candidate flow and usable hiring signal.
The Numbers
The engagement worked because fast introductions did not come at the expense of candidate quality. The interview conversion rate is the signal: Altvia spent time with the people M Search submitted.
15 days
Avg. time to intro
Average time from search launch to introducing the candidate Altvia ultimately hired.
34 days
Avg. time to fill
Average time from search launch to accepted offer across the engagement.
5.4
Avg. submittals per role
Enough market coverage to create choice without flooding the team with noise.
75.1%
Submittal to interview
Three out of every four submitted candidates advanced to an Altvia interview.
4.1
Avg. interviews per role
A concise process that kept finalists moving while preserving calibration quality.
Outcomes
10
strategic hires
A blend of executive leadership and mid-level operating talent across GTM, delivery, HR, and customer-facing technical functions.
34
days to fill
Average launch-to-accepted-offer timing across the roles filled by M Search.
75.1%
interview conversion
A high submittal-to-interview rate that reflected tight calibration and reduced wasted hiring-team cycles.
From the Team
“Our experience with M Search has been nothing short of spectacular. They've been able to consistently deliver the highest caliber of candidates to us quickly. I would recommend reaching out to them for leadership searches, or for building out your team.”
Work With M Search
M Search is a retained executive search firm focused on GTM and leadership hiring for PE-backed and VC-backed B2B software companies. Altvia needed both speed and judgment. That is the work.