Permanent placement, done right

The hire that
actually fits.

You do not need another stack of resumes. You need the right person in the seat. We match founder-led companies and startups with permanent, vetted hires, run by 12+ years inside executive hiring.

Request talent See what we fill
Permanent placements only 12+ years in executive recruiting Founder-led focus
JO
Job order
Founder-led. Permanent.
Role
Head of Growth
Function
GTM leadership
Type
Permanent placement
Vetted shortlist3 matched
SR
Samira R.
VP Growth · 11 yrs
DK
Daniel K.
Head of Revenue · 9 yrs
MJ
Maya J.
Growth Lead · 8 yrs
12+
Years in executive recruiting
30%
Faster average time-to-fill
98%
Permanent placement retention
100%
Permanent placement focus
Why founders trust the hire

12+ years of hiring,
distilled into one method.

I have built national recruiting divisions, turned around failing regions, and grown a startup to eight figures. Every search is run at a senior level, by a proven method, never handed off.

Lexi Bermingham

"I match the person to the outcome, not the keywords on a resume. The right hire changes everything. A miss costs you a year."

Lexi Bermingham, Founder of BERMO. and Talent Acquisition Leader
98% permanent placement retention 30% faster time-to-fill Promoted four times
2026 — Now

BERMO.

Founder

Built the screening method and the marketplace behind it, so founder-led companies get the senior-recruiter standard without the agency overhead.

2025 — 2026

Regional East Coast recruiting firm

VP Executive Consultant, National Talent and Workforce Strategy

Brought in to build and lead the national talent division while staying hands-on in end-to-end executive search across high-growth and enterprise environments.

2019 — 2025

Global Fortune 500 staffing leader

AVP, Director of Recruiting · promoted four times

Led full-cycle executive and enterprise recruiting across multiple markets. Owned budgets, forecasting, and KPIs. Optimized ATS and AI workflows while keeping a premium, human-led model.

2018 — 2019

National staffing and workforce firm

District Recruiting Manager, People and Brand Strategy

Turned a non-operational region from 42% below target to 110% to goal in eight months, and relaunched a dormant specialty program into a producing line.

2016 — 2018

Career Concepts

Director of Strategic Operations and Talent

Grew the startup from $150K to multi-million in revenue, now an eight-figure firm run by a partner and friend. Managed 150 to 300 open roles and built the systems behind them. This is where I learned to scale a business and the talent that carries it.

Earlier

Retail and operations leadership

Planning, allocations, and turnaround task force

Grew an apparel line by $3.4M and a department by $6.8M, and ran general-manager turnaround assignments across markets.

The BERMO. method

AI to reach them.
A human to read them.

This is the system behind the 30% and the 98%. Resumes are AI written now. Screens are AI run. Everyone starts to look the same. I built an AI recruiting and pairing system on the exact signals that drove those results, so it moves fast and clears the noise. It never decides. The human read is the whole job, and it is the part that converts.

AI, used the way it should be

My system sources far past the job boards and screens hundreds of profiles for real signal, built on the exact patterns behind my results, not generic keywords. It is how I reach the right people fast and cut the noise. It is not how I decide. Most of the industry stops here. That is the problem.

  • Sourcing across networks, not just applicants
  • Signal screening at scale, in hours not weeks
  • Trained on the patterns that drove the outcomes

The human read AI cannot fake

I look behind the brief to the gap the business actually has, so you hire the role that moves it, not just the seat on the req. Reference truth, trajectory, founder fit, the read on whether someone thrives in your exact business. That judgment is what AI cannot replace, and it is where the 98% comes from.

  • The right role, not just a filled seat
  • Real references, with the trade-offs named
  • Fit for founder-led speed, not corporate comfort
1
Define the real outcome. What this seat must change in the business, not the job description.
2
Source wide, screen for signal. AI surfaces the field. We screen for the few who fit.
3
Human-vet for truth. References, trajectory, and the read on real fit.
4
Present a short, honest list. The right few, with the trade-offs named.
What we fill

From the corner office
to the seats that run it.

Executive and confidential search is the focus, with deep reach across the functions that keep a company moving. Open a category to see the roles.

Roles we place
Executive and confidential
CEO, COO, CFO, CRO, CMOPresident and GMVP and department headsFounding-team hiresConfidential searches
Sales and growth
VP SalesHead of GrowthAccount ExecutivesSales ManagersRevenue OperationsBusiness Development
Marketing and brand
Marketing DirectorBrand LeadContent and LifecycleProduct MarketingSocial and Demand Gen
Finance and accounting
ControllerFinance Manager and FP&ASenior AccountantAP / ARBookkeepersPayroll
HR and people
HR leadershipTalent AcquisitionPeople OperationsPayroll and Benefits
Technology, data and IT
Engineering and ProductFull-stack and technicalData and AnalystsITAI and automation
Operations and supply chain
Operations leadershipLogisticsBuyers and PlannersService ManagersProject and Site Managers
Construction and skilled trades
Project and Site ManagersSuperintendentsEstimatorsHeavy construction and construction
Hospitality
Corporate leadershipFinanceGeneral ManagersExecutive ChefsOperations
Industries we serve
  • Manufacturing
  • Construction and heavy construction
  • Supply chain and logistics
  • Ecommerce and retail
  • Biotech and pharma
  • Hospitality
  • Medical and healthcare
  • Technology and SaaS
  • Nonprofit
  • Professional services
  • High-growth startups
  • Enterprise
Do not see your role? Tell us anyway
Why BERMO.

Premium, human-led,
and built to stick.

Senior-level experience on every search, a proven method, and every candidate vetted by a human. AI helps us reach candidates, not judge them.

1

Run by real experience, not a junior on your time.

The screening method that built national recruiting divisions runs your search. Senior-level judgment on every call, never handed off.

2

Permanent placements, vetted to stick.

Real conversations, reference checks, and role clarity before you meet anyone. The result is 98% permanent placement retention, not a fast fill that leaves in six months.

3

Built for founder-led speed.

Tight hiring-manager alignment and targeted sourcing cut time-to-fill by 30%, so you get the right person before the gap costs you.

4

One partner for the hire and the systems around it.

Need the person and the growth work that sets them up to win? BERMO. places the hire and can deploy the pod behind them.

Request talent

Tell us the role you
need filled.

Share the seat you are hiring for. We come back with a vetted shortlist built for your exact situation.

Permanent placements only
Vetted, reference-checked candidates
We read every request ourselves

We place permanent hires only. We reply within one business day with next steps.

The role is in.

Thank you. We are reviewing the seat now and will come back within one business day with a vetted shortlist and next steps.

Questions employers ask.

Do you only do permanent placements?

Yes. BERMO. places permanent, full-time hires only. We are not a temp or contract desk. The focus is people who join, stay, and perform, which is why permanent placement retention sits at 98%.

What roles and levels do you fill?

Executive leadership, growth and revenue, sales, marketing, operations, finance, technology and engineering, HR, legal, and specialty roles, from founding-team hires to VP and director level, across high-growth startups to enterprise.

Who actually runs my search?

A senior recruiter with 12+ years of executive and high-growth hiring runs your search, by a proven method. Today that is me, Lexi Bermingham, formerly AVP Director of Recruiting at Robert Half. Every candidate is vetted by a human, never a junior or a bot.

How fast can you fill a role?

It depends on the role, but tight hiring-manager alignment and targeted sourcing have cut average time-to-fill by 30%. You see a vetted shortlist quickly, not a flood of unscreened resumes.

What industries do you know?

Manufacturing, supply chain, ecommerce, retail, biotech, pharma, hospitality, and medical, across both high-growth and regulated environments.

Can you handle confidential or executive searches?

Yes. A large part of the work is complex, confidential, high-stakes leadership search. Discretion and a premium, hands-on process are the standard.