Executive recruiting when experience truly matters
Senior leadership placements for complex, regulated, and high-stakes environments. Where getting it right has meaningful impact.
Where experience matters in high-stake moments
Dare Patrick Group partners with leaders navigating senior hiring decisions in complex, regulated, or high-stake environments often during moments of growth, transition, or uncertainty.
Our work supports founders, executives, and HR leaders when clarity, discretion, and judgment are essential to getting the hire right.
The process is straightforward:
First we have a conversation
We talk through the role, the context around it, and what’s actually at stake. That includes the pressures, constraints, and dynamics that don’t show up in a job description. If it makes sense to move forward, we align on scope, expectations, and timing before anything else happens. From there the process is focused, discreet, and grounded in experience and judgement.
If it doesn’t make sense, you’ll still leave with clarity.
Meet the Founder
I’m Michelle Vandever, founder of Dare Patrick Group.
My career has been built at the intersection of leadership, hiring, and accountability. Working inside organizations where talent decisions were closely tied to business performance, regulatory demands, and executive outcomes.
Before founding Dare Patrick Group, I spent years partnering with executive teams across public and private companies, supporting growth, transformation, and leadership change. That work required navigating complexity, balancing competing priorities, and understanding how hiring decisions play out long after the offer is accepted.
Dare Patrick Group was created to bring that internal perspective to executive recruiting, especially in moments where experience, discretion and judgment matter most.
Where my insight comes from
My insight comes from responsibility not observation.
I’ve been accountable for hiring decisions where the impact on EBITDA and operating performance was immediate and visible. Because I’ve worked inside the business, I understand how senior hires strengthen or undermine long-term leadership credibility.
That perspective comes from sitting in rooms where tradeoffs were real, pressure was constant, and decisions carried financial and organizational consequences. It’s shaped by answering to boards, executive leadership, and ownership groups and by living with the downstream impact of getting hiring decisions right or wrong.
This lens informs every search I lead. It’s why I focus on contextual fit, and leadership judgment not just credentials. It’s why I align with clients on a clear definition of success at the outset of every search.
If you’re navigating a senior hire where the consequences matter and want clarity before committing to a path
I’m open to a confidential conversation.
No pressure. Just a thoughtful discussion grounded in experience.