The state of play in America typically sets the tone for much of the western world. Our lead US Partner, Chelsea Garrett, is based out of Dallas, Texas, where she works with fast growing, industrial businesses across North America within the industrial, automotive, chemicals, and aerospace sectors.
We sat down with her to find out more about her experience, her approach, and her observations on the changing markets in America.
Hi Chelsea. Tell us a bit more about your career to date.
I’ve spent most of my 28-year career in executive search, and I absolutely love the work. My undergraduate degree is in cultural anthropology, which might seem unrelated, but it’s actually what sparked my lifelong curiosity about how people, cultures, and systems function. I’ve always been interested in what enables them to adapt, grow, and thrive or, conversely, what makes them stall or decline. That lens of influence, structure, and culture continues to shape my work in executive search.
Every engagement is a strategic puzzle. It starts with listening deeply to the mission, to the leadership team, and to the organization’s current and future state. From there, we craft a tailored strategy to attract leaders who don’t just fit the role, but who can drive transformation and create lasting value.
Since 2000, I’ve worked within two large global firms, but the majority of my career has been spent leading my own boutique, Garrett Search Partners. We’ve built enduring partnerships with a group of dynamic, growth-minded organizations, many of whom we’ve supported through multiple phases of leadership evolution. We’re very proud of the trust we’ve earned and the impact we’ve delivered over the past two decades.
Tell us why you think the boutique model matters
I’m more confident than ever that the boutique model delivers superior outcomes. In this setting, the work is never delegated. It’s led directly by a senior partner who is fully accountable for both the process and the outcome.
That level of rigor, judgment, and continuity is difficult to replicate in larger firms, where the model often relies on fragmented teams and over-automation. When a search passes through layers of execution, critical nuance and strategic intent get diluted. You simply can’t transfer deep context across handoffs without losing clarity.
What are the key issues your clients are facing in today’s market?
Industrial companies have been navigating sustained pressure for several years now. While economists debate whether we’re in a formal recession, many of our clients would say they’ve been operating in one since 2022.
The challenges are layered and complex. There’s a clear shortage of capable leadership to drive transformation. Inflation continues to disrupt executive compensation strategies. The pace of AI adoption and digital acceleration has intensified. All of this is unfolding against a volatile geopolitical backdrop, straining supply chains and eroding investment confidence.
At the center is the talent equation. Companies need leaders who can manage uncertainty, unlock performance, and drive meaningful change. But these leaders are increasingly difficult to find – not due to a cyclical lull, but because of structural shifts in the talent market.
Today’s industrial organizations require more than strong operators. They need executives who can bridge legacy infrastructure with next-generation innovation: leaders with adaptive thinking, digital fluency, and proven transformation capability. These individuals are rare. Attracting them takes more than compensation. It requires a compelling narrative, strategic clarity, and a credible partner who can reach beyond the obvious and engage the exceptional.
How do you add value to your clients?
Executive search helps businesses navigate the complex world of senior hire recruitment. Partnering with the right search consultant helps clients reduce time-to-decision, avoid costly misfires, and accelerate performance through the right leadership choices.
We understand what effective leadership looks like, both operationally and strategically, across industries and functions. Our clients value direct access to senior expertise, which enables us to deliver insight-driven, context-specific solutions, not off-the-shelf recommendations.
Because we lead every engagement personally, there’s no dilution of quality or nuance. We preserve alignment, sharpen focus, and deliver leadership outcomes that drive long-term value. What sets us apart is how closely we partner with our clients. We ask the right questions, understand both the current and future state of the business, and design a customized, strategic roadmap on how to achieve the client’s desired outcome.
Culture is at the core of every successful leadership decision, and central to how we work. We stay closely involved because culture isn’t abstract. It’s deeply contextual. It’s shaped by the specific dynamics of your organization, your market, and your team.
That’s where the Garrett Search Partners boutique model and our partnership with the Howgate Sable Network adds distinctive value. We don’t just identify talent. We help tell your story in a way that resonates with top-tier leaders. In a noisy and competitive market, that kind of clarity and credibility matters. Globally, we’re plugged into the right networks, at the right levels, and we know how to earn attention and trust.