Braden Busch

Organizations don’t usually lose momentum because the mission or product isn’t strong enough. It’s because a key leadership role stays open too long—and everything starts to slow down around it. I’ve seen how quickly that happens. Priorities get fuzzy. Revenue slips. Good people get frustrated. The longer the gap, the more expensive it becomes (in ways that don’t always show up on a spreadsheet right away). That’s the problem I like to solve. I recruit GTM, AI, and executive leaders across Growth, Product, Design, Marketing, and nonprofit leadership. Most of my searches close in 2 to 6 weeks, and I’m usually running 10+ at a time. But I’m not in the business of “quick fills.” A fast hire that doesn’t last just creates a bigger problem a few months down the line. I’d rather get it right. That’s why my placements have a 97% retention rate, and why clients end up saving money—not just on the search itself, but on everything that comes with getting the wrong person into a critical role. Across engagements, that’s added up to more than $1M in savings. More importantly, it means teams can actually move forward instead of constantly resetting. I’ve also spent more than 20 years working with nonprofit organizations, and that experience sticks with you. I’ve partnered with teams expanding healthcare access, improving education, advancing research, protecting the environment, and supporting communities in very real ways. In those situations, a leadership hire isn’t theoretical—it affects what gets done next week, not just next quarter. One thing I’ve learned over time: the right leader doesn’t just “do the job.” They bring clarity where things feel messy. They build trust faster than you’d expect. And they have a way of getting people aligned without forcing it. That’s what I’m looking for in every search. I take this work personally because it’s never just about filling a seat. It’s about helping an organization get unstuck and actually make progress again. If you’re hiring—founder, CEO, board member, or leading an internal team—I’ll approach it the same way I would if it were my own hire, my own team, and my own budget on the line. If you're hiring for Growth, Product, Design, Marketing, AI, or Nonprofit executive leadership, let's connect. Send me a Connect request with a note or DM me here on LinkedIn, or email me @ braden@gtmtalent.agency