Finding people for the searches that aren't working.

Recruiting isn't about finding fish in open water. It's about spotting the Garibaldi hidden in the kelp—the exceptional talent that reveals itself only for a moment to those paying attention.

Garibaldi Search fills technical and leadership roles for mid-market companies. Based in Southern California, searches run nationwide with one recruiter per search, from start to finish. I tell hiring teams what I actually think: whether the role is fillable at that number, where their process is losing people, and when they don't need a search at all. Two people have to say yes to a hire, so both sides are treated with the respect the decision deserves.

Hard technical searches, run by one person who will tell you the truth before you've paid for it.

Services

The searches that don't fill from a job post.

The roles you can't afford to fill twice.

Roles where the right person doesn't have the obvious title.

For companies seeking a trusted recruiting partner, I serve as a single expert point of contact throughout the entire search process. Before we begin, I provide an honest assessment of market feasibility, compensation alignment, and hiring challenges. If expectations don't align with market realities, I'll tell you upfront. This consultation is complimentary and takes place before any formal engagement begins.

Artificial Intelligence & Machine Learning · Software Engineering · Infrastructure & Cloud · Data & Analytics · Cybersecurity · Hardware & Embedded Systems · Engineering Leadership · Finance & Accounting · Supply Chain & Operations · Manufacturing & Quality · Sales & Go-to-Market · Legal & Compliance · Executive Search Across Technical and Business Functions

What to Expect

Before I take it, I'll tell you if it's fillable.
You get a written read on the role before anything is signed — comp against the live market, where the requirements are fighting each other, and what it will actually take. Most roles that won't fill aren't a pipeline problem. They're an offer problem, a process problem, or a manager problem. I'll tell you which one you have.

I do the search. Not a research team.
You get a first vetted slate in about a week, and a note on what the market said — including who passed and why. That signal is usually worth more than the résumés.

A short slate, with the flaws included.
Three to five people, each with a real assessment: what's strong, what's a risk, what they want, what they'll cost. If someone's a stretch, it says so. A slate with no downsides listed is a slate nobody actually screened.

Offer, close, and the first ninety days.

You get the comp reality before you make the offer, an honest read on counteroffer risk, and the same person on the close call who was on the intake call. I check in with both sides after the start date — because I'd rather hear about a problem in week three than find out in month six.

Post Placement Checkins:

Candidate, week 2–3: "What's turned out different from what you expected?"
Client, day 45–60: "Is there anything you'd want them doing differently by day ninety?"

About

I started my career in outside sales, selling everything from office supplies and copiers to payroll services and HRIS platforms. Working in outside sales taught me that success comes from listening more than talking, understanding people's needs, and consistently delivering on your commitments.

Eventually, I discovered my calling in recruiting. I began as a technology recruiter and quickly discovered that recruiting was the perfect blend of sales, psychology, business, and relationship building.

As my clients' needs evolved, I was given opportunities to expand beyond my original technology recruiting focus and support searches across a wide variety of industries and functions. That experience broadened my perspective as a recruiter and taught me how to adapt quickly, learn new industries, and successfully navigate complex hiring challenges.

I'm naturally curious, driven by positive intentions, and known for being candid, transparent, and straightforward in my communication. I believe the best relationships, both personal and professional, are built on trust, honesty, and a willingness to have open conversations.

Today, I leverage that experience to connect exceptional talent with companies that value expertise, leadership, and long-term impact. Whether supporting a single critical hire or helping build entire teams, my focus remains the same: delivering the right people who can make a meaningful difference from day one.

Testimonials

Blake F

Vice President of Sales, US

״Forrest has a unique ability to understand sales organizations and quickly identify the difference between candidates who can talk about sales and those who have a proven track record of driving revenue. He understands the nuances of building high-performing teams, from individual contributors to sales leadership, and consistently focuses on the qualities that separate true hunters from relationship managers.״

Annette P.

Director of Human Resources

״Forrest has an exceptional understanding of the manufacturing talent market and consistently brings a level of insight that goes far beyond what you would expect from a recruiter. He takes the time to understand a company's operations, culture, and technical requirements, allowing him to identify candidates who are not only qualified on paper but who are also the right long-term fit for the organization.״

Alberto A.

Chief Financial Officer

״Forrest takes the time to understand the unique challenges of each search, whether it's finding a hands-on accounting manager, a strategic finance leader, or a highly specialized technical accounting professional. He provides honest market feedback, communicates exceptionally well throughout the process, and always approaches recruiting as a true business partner rather than a transactional vendor.״

Julian M.

Chief Executive Officer

"What continues to impress me about Forrest is the breadth of his recruiting expertise and his ability to execute at a high level across multiple searches simultaneously. Over the years, I've relied on him to help fill roles spanning technology, data and analytics, ERP implementations, finance, operations, sales leadership, and executive-level positions, often while supporting multiple business units and hiring managers at the same time. Time and again, he has delivered qualified candidates faster than expected without sacrificing quality."