Have you worked with an AI-powered search team yet?
JG Search Group is an AI-powered search team. The agents do the research: they map the market, research every candidate and keep the details moving. I lead every conversation, with clients and with candidates. For hiring leaders in health tech and tech-enabled healthcare services, that means faster searches and deeper research.
Two ways to work with me.
Built for the same buyer: a CEO, founder, COO or people leader at a health tech or tech-enabled healthcare services company with a seat open too long, or a seat that has to be filled six times this year.
One leadership seat. One partner. A shortlist in weeks.
C-suite, VP, and Director roles in sales and growth, client services, implementation, professional services, product, engineering, and finance.
- Scoped with the hiring leader before a single call is made
- Sourced from people who aren't looking
- Carried through offer, resignation, and start
The same hard seat, filled again and again.
A slate of repeat hard-to-fill seats (forward-deployed AI engineers, AI implementation and adoption managers, client success managers, account executives), run as one standing search. For companies that need six of the same person this year, not one.
- One profile, calibrated once, run continuously
- Flat economics that beat agency fees at volume
- The model behind five years of repeat placements for one client
Venture-backed companies: after a funding round, we recruit the first leaders in sales, customer success, product and people, and the client-facing seats that follow.
First-Year AI Deployment Bench: the head of AI deployment and the four to six seats under that leader, scoped on one page and filled under one agreement.
Talent Partner of Record: one agreement for a year of leadership hiring: a Seat Map kept current, every search, a standing bench, and backfills, for one flat monthly fee. Starting in the fourth quarter of 2026.
PE or venture talent partner? Portfolio search, terms set once → · Talent Pulse, the monthly market read → · Seat Forecast: your next four quarters of hires →
The agents do the research. I do the conversations.
A search has two kinds of work. Research, which is most of the hours. Conversations, which decide the outcome. The agents take the first. I take the second.
The agents
- Map the market: every company in your space that employs this role, and the people who hold it.
- Research every candidate: background, track record, moves, public signals. Not a keyword match.
- Build the tracker and keep it current: notes, follow-ups, scheduling, status.
By the end of week one you have a market map and a researched long list.
Me
- Hiring team calls. We scope the role together, and you get a status report every week.
- Candidate conversations. I talk with every candidate myself, including the ones who aren't looking.
- References. I check them.
- Closing. Compensation, offer, counteroffer and the resignation conversation.
Software never screens, scores or rejects anyone. Every decision about a candidate is made by a person: me, and you.
Pilot one search.
Pick one open role, and we'll run it at a reduced rate for your first search. We scope it on a call. The agents map the market in week one. I run the search from there, and you see how the team works on a real seat before you commit to more. If it works, we set up the next one.
US health tech and tech-enabled healthcare services.
Healthcare software, revenue cycle, health IT services and consulting, payer technology, and the tech-enabled services around them. Usually in the first year after a change: a funding round, a deal or carve-out, a new leader, an AI rollout.
A talent partner of record for key leadership hires.
Growth-stage startups without an in-house talent team that need a talent partner of record for key leadership hires: C-suite, VP and senior director.
Talent Partner of Record →One search partner across a portfolio.
Private equity, growth equity and venture sponsors who want one search partner across their health tech companies.
For Sponsors →Roles. Leadership first: C-suite, VP, senior director. Then AI deployment: forward-deployed AI engineers, AI implementation and adoption managers, clinical AI product managers, AI governance leads. And the repeat seats that keep reopening: implementation managers, solution architects, client success managers, account executives.
Kansas City based, working with clients across the US.
Jeremy Glasbrenner
Twenty years in recruiting, the last decade as a headhunter. I've been the recruiting partner to four healthcare technology companies from the inside: through a private equity deal, an acquisition and a carve-out. One of them for five years, the same hard seat, filled dozens of times. 180+ placements. 92% still in the seat after the first year. Since 2023 my search work has been AI-focused, with growth-stage venture- and PE-backed companies.
This year I rebuilt the firm around a team of AI agents. They do the research. I do the conversations. Kansas City based, working with clients across the US for twenty years. JG Search Group was founded in 2015. BBA, University of Missouri–Kansas City.
Straight answers.
What is an AI-powered search team?
The agents do the research. I lead every conversation. The agents map the market, research every candidate and keep the details moving. I run every hiring team call, candidate conversation, reference and offer. The result is a faster search with deeper research.
Who is on every call?
I am. Every hiring team call, every candidate conversation, every reference and every offer. The agents research and draft. They don't decide anything about a candidate, and software never screens, scores or rejects anyone.
How does a pilot work?
You pick one open role. We scope it on a call. The agents map the market and research the long list in week one. I run the search from there, with a status report every week. Terms are set in a short written agreement before the search starts. If it works, we set up the next one.
How are your fees set?
Terms are set in a short written agreement after a 15-minute scoping call. Retained, contingency and flat-fee options are available, and new clients can pilot one search.
Which roles and companies?
Leadership roles first: C-suite, VP and senior director. Also AI deployment roles and the repeat seats that keep reopening: implementation, solution architects, client success and sales. US health tech and tech-enabled healthcare services companies, including growth-stage startups without an in-house talent team. Kansas City based, working with clients across the US.
Confidential replacements handled discreetly. No résumé shared without the candidate's consent. Candidates are never charged to be considered or presented for a search.
A seat open too long, or one you'll fill six times this year?
Fifteen minutes is enough to know whether it's a fit. No deck, no pitch. Every engagement starts with a 15-minute scoping call.