Executive Search, Backed by Real Executive Experience.
Brandt Human Capital brings a rare advantage to executive recruitment: 20+ years of HR leadership at the executive level, now applied entirely to finding and placing exceptional talent. The result is a search process that benefits firms and candidates alike, sharper evaluation, stronger fit, and better long-term outcomes.
About Marcia
Executive-Level Experience, Applied to Every Search
Most executive recruiters have never run HR at the executive level. Marcia Brandt has, and that distinction shapes every search Brandt Human Capital conducts. Prior to founding the firm, Marcia spent more than 20 years leading Human Resources for Fortune 500, PE-funded companies, and multinationals, serving as a member of executive leadership and reporting directly to CEOs. That vantage point, sitting on the leadership team responsible for hiring decisions, not simply executing them, is what separates Brandt Human Capital from a typical search firm.
Her background spans:
Global HR Leadership (Leading HR strategy and operations across multi-national teams)
M&A and Private Equity (Guiding the people side of mergers, acquisitions, and PE-backed growth)
Talent Acquisition & Executive Search (Built from direct experience)
Organizational Development (Designing leadership programs, succession plans, and culture-building initiatives built to last)
Marcia holds a degree from Rockford University and is based in Denver, serving clients and candidates nationally.
How This Expertise Benefits You
Built on the vantage point of the hiring table.
Executive-level HR experience means understanding what's genuinely at stake in a search — for the organization and for the individual.
For Firms
Hiring at the executive level is one of the highest-stakes decisions an organization makes and one of the most expensive to get wrong. Executive HR experience translates into direct advantages for clients:
Strategic fluency (Evaluation grounded in organizational strategy, culture, and business priorities, not just a job description.)
A sharper read on fit (Skills get a candidate in the door; culture and leadership style determine whether they succeed. Both are assessed with equal rigor.)
Reduced hiring risk (A mis-hire at the executive level carries significant cost in dollars, time, and team morale. A disciplined process protects against it.)
A full talent-lifecycle lens (From onboarding considerations to succession planning, guidance extends beyond the placement itself.)
For Candidates
Career transitions carry real weight, particularly at the executive level and for successful Producers. Candidates working with Brandt Human Capital benefit from:
Evaluation beyond the resume (A background in organizational development means a deeper read on strengths, goals, and true fit — not just qualifications on paper.)
Access to vetted opportunities (Only roles and companies that meet a high bar are presented — reducing wasted time on the wrong fit.)
Genuine interview preparation (Guidance goes beyond logistics, helping candidates understand what a company's culture and leadership expectations actually look like day-to-day.)
Support that continues past the offer (The relationship doesn't end at placement — long-term success is the goal, not just the signed offer letter.)
Why Brandt Human Capital
Identifying the top 10%, consistently.
Finding good talent isn't difficult. Finding exceptional talent — the top 10% of high-performing leaders — requires a discipline most search firms don't have. This approach was developed at the executive level long before it became a client offering.
Hello, World!
Who we serve
Specialists in executive recruitment for commercial retail brokers.
Exclusively within the Commercial Retail Brokerage space, providing a depth of industry fluency generalist firms cannot match.
C-Suite Executives
Leadership hires evaluated for strategic fit as much as track record.
Vertical & Practice Leaders
Specialists who define and scale a firm's core practice areas.
Senior-Level Producers
High-revenue producers vetted against the standard of A-player talent.
FAQ
Frequently Asked Questions
-
Executive Search covers C-Suite Executives, Vertical & Practice Leaders, and High-Revenue Producers, placed exclusively within retail insurance brokerage firms.
-
Executive-level HR experience — 20+ years leading HR functions from within the C-suite — informs every search. That means evaluation grounded in organizational strategy and leadership fit, not just resume matching, along with deep fluency in the retail insurance industry specifically.
-
Both retained and contingency search engagements are available, structured around the scope and urgency of the search.
-
Each engagement begins with understanding the firm's culture, strategy, and specific leadership needs. From there, the process includes candidate sourcing and vetting, structured interviews, pre-employment assessments where appropriate, and guidance through offer and onboarding.
-
Yes. Every placement is backed by a guarantee.
-
Work is focused exclusively on retail insurance brokerage firms, from independent agencies to larger regional and national brokerages.
-
Placements focus on senior-level talent — C-Suite Executives, Vertical & Practice Leaders, and High-Revenue Producers within retail insurance brokerage firms.
-
No. As is standard in executive search, firms — not candidates — cover the cost of the search.
-
Working with a recruitment firm that has established relationships with the firms you would want to work for puts you at the head of the line and ensures that decision makers see your background right away.
-
Only roles and firms that meet a high bar for culture, stability, and growth potential are brought forward, to avoid wasting a candidate's time on the wrong fit.
-
Support includes interview preparation, insight into a firm's culture and leadership expectations, and honest guidance on whether a given opportunity is the right next step — not just help getting an offer.
-
Open positions are not posted publicly. Every search is handled confidentially, and candidates are approached directly rather than sourced through job listings. Much of the work involves identifying and engaging passive candidates — accomplished professionals who aren't actively job searching but may be open to the right opportunity at the right time.
-
No. The goal is long-term success in the new role, and support continues beyond the offer stage.
-
Candidates are welcome to reach out directly to start a conversation.