Independent Recruiter in Denver
One recruiter, start to finish. I'm Ingrid Halvard. I left a national firm in 2015 to recruit the way I think it should be done: fewer searches, deeper ones, and an honest answer for everyone I talk to.
I Only Take Searches I Can Finish Well
At a big firm I had forty open roles and no time to learn any of them. Now I carry six at most. That means I meet your team, understand what the job really needs, and go find the people who aren't applying to anything — then I tell every candidate the truth, whether it's yes or no.
- Limitedto six searches at a time
- Honestanswers for every candidate
- Hands-onfrom the first call to the offer
How I Can Help
Five kinds of search, all handled by me from the first call to the signed offer.
Four Steps, One Person
A Real Conversation
I spend time with you and your team to understand the job behind the job description.
The Search
I reach out personally to people who aren't looking — usually 80 to 150 conversations per search.
A Short List
Three or four people I'd hire myself, with my honest notes on each.
Offer & Beyond
I manage the offer and check in with both of you at 30, 90 and 180 days.
From Clients And The People I've Placed
Ingrid spent a full morning in our office before she sent a single résumé. The three people she introduced were the three best candidates we'd seen in a year, and we hired two of them.
She told me honestly that the role I wanted wasn't right for me yet — then called six weeks later with one that was. I've been there three years.
Big firms sent us volume. Halvard sent us judgment. Our new head of finance was a passive candidate nobody else had found.
Three Things That Surprise People
I Say No
If I can't do a search well, I'll tell you on the first call and suggest someone who can.
Small Short Lists
Three or four finalists, each one someone I'd put my name to.
I Stay In Touch
Check-ins at 30, 90 and 180 days, and a free replacement if it doesn't work out in the first six months.
You'll Always Hear Back From Me
Most of the people I place weren't looking when I called. If you're curious about what's next — even if it's a year away — tell me what would make a move worth it. I'll be honest about the roles I have and the ones I don't, and I'll never send your résumé anywhere without asking you first.
- ✓Every message answered personally
- ✓Salary and team details before you apply
- ✓No résumé sent without your say-so
Let's Talk About Your Next Move
No formal application — just tell me a little about you. I read every one of these myself.
What I Won't Do
Send résumés you didn't ask for
Every introduction is someone I've spoken to and would hire myself.
Ghost a candidate
Everyone I interview hears back, whatever the answer.
Pass your search to someone junior
You get me, from the first call to the last.
Have A Role That Matters?
Tell me about it. If I'm the right person for the search, I'll say so — and if I'm not, I'll tell you who is.
Good Questions
How much does a search cost?
A percentage of first-year salary, with a third due at the start, a third at the short list and a third when your hire starts. I'll quote on the first call.
Why only six searches at a time?
Because that's how many I can do properly, personally, with the time each one deserves.
Do you only work in Denver?
Most of my clients are along the Front Range, but I recruit nationally for remote and hybrid roles.
What if the hire doesn't work out?
If your hire leaves in the first six months, I'll run the search again at no cost.
Is it free for candidates?
Always. Employers pay my fee.
Can I talk to you before I'm ready to move?
Please do. Many of my best placements started as a conversation a year before the move.
Start A Search
Tell me about the role and why it matters now. I'll reply personally within one business day.