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RETAINED EXECUTIVE SEARCH FIRM, LEADERSHIP ADVISORY SERVICES, AND INTERIM LEADERSHIP & PROJECT CONSULTING

Our Services

Executive Search Services

Finding and retaining top leadership and board talent can be a strategic game changer. Our retained executive search firm has been providing executive search consulting services since 1996.

Leadership Advisory Services

Allen Austin’s Leadership Advisory Services are based on Total Performance Leadership (TPL), which is a journey that will never end. It is our study of organizations that perform at the very top of their sectors.

Interim Leadership & Project Consulting

Our flexible model and tailored solutions allow us to operate with precision and rapidly respond to our clients’ needs, providing a roadmap to measurably improve business performance.

The Allen Austin Difference

Since 1996, Allen Austin, has been dedicated to building lasting relationships and delivering real value to our clients.

As a global retained executive search, leadership advisory, and interim leadership and project consulting services firm, our mission is to provide fully integrated management solutions that allow our clients to unleash the full potential of their organizations and deliver outstanding business results. Our fundamental commitment is to do the right thing, for our people, our clients, and for the global communities in which we work.

Our Clients

What Our Clients Say

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When Tanglewood Legacy Advisors engaged Allen Austin for a retained search I expected just that. What we received was so much more.

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Andrew T. Gardener CFP , President, Tanglewood Legacy Advisors

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[Allen Austin’s] approach is different than the big three or four firms, and they deliver a much more hands-on experience led by senior executives.

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John Dennis , Managing Partner & Founder of WoodRock & Company

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I have had the opportunity to engage with a number of different recruiting firms over my career and have to say that I thought the experience with Allen Austin was exceptional.

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Bob Aylward , Chief Executive Officer & President of Jones & Carter

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Tom was not just a consultant; he was a member of our team. I very much appreciate the impact Tom had a me as a leader, and the impact he had on our performance for Hess.

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Brian Truelove , Retired Senior Vice President of Hess Corporation

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Allen Austin is pound-for-pound the best executive search firm that I dealt with over a 40-year career — no contest.

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Jim Eggleston , Board Member of Silberline Manufacturing Company

Consultant Spotlight

News & Insights

By Talybra Hollins In the realm of board leadership, the words of Carnegie echo a timeless truth – true influence stems from genuine connections, the nurturing of relationships, and adding substantial value to others’ lives. Regardless of board member types or the position of those approaching them, the goal is to establish relationships that bring mutual value (Carnegie, 2011). Board dynamics, much like any team in the corporate landscape, demand effective leadership and strategic approaches. This article delves into the various types of board members and offers insights on how…”

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By Rob Andrews with italicized content from the article “6 Kinds of Board Members – and How to Influence Them” by Randall S. Peterson and Pedro Fontes Falcao published in Harvard Business Review in December 2023 This article, most of which has been taken from Peterson and Falcao’s December 2023 HBR article focused entirely on influence, makes a strong case for building better boards, which will be the focus of next week’s blog. The authors’ observations over thirty years mirror my own. They highlight the fact that many boards are…”

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By Rob Andrews Let’s start with some terrifying 2023 factoids from six different sources: 46% of all new hires fail within 18 months. Source: Leadership IQ 50% of all hourly employees quit or are fired within their first 6 months. Source: Humetrics 40-60% of new hires in management fail within 18 months. Source: Harvard Business Review 82% of companies miss the mark on high-potential managerial talent. Source: Gallup Nearly 50% of new executive hires fail within 18 months. Source: Corporate Leadership Council Nearly 40% of CEOs outright fail in their…”

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By Rob Andrews with italicized content from Gallup’s “How to Create a Strengths-Based Company Culture,” published on November 29, 2022 51% of employees surveyed by Gallup are actively looking for a new job and are spending significant time watching job openings and applying to those that resonate with them. Gallup, in its new guide, lays out a compelling case for building a strengths-based company culture. The approach is a powerful differentiator that will help you attract top talent, bring out the best in every employee, and drive formidable organic growth. Gallup’s…”

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By Rob Andrews with italicized content from Ram Charan’s article in Chief Executive on November 27, 2023 Ram Charan is one of my favorite leadership authors, and I’ve written several pieces around his work. Ram holds both DBA and MBA degrees from Harvard Business School and is world-renowned as a trusted advisor to boards, CEOs, and governments. When Ram speaks, I listen. Below is an article detailing the lessons learned at OpenAI. Observing Sam Altman and the Microsoft-OpenAI debacle, no one knows on the outside what the whole truth was…”

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By Rob Andrews with italicized content from Linda Lisanti’s article in Convenience Store News on November 17th, 2023 I am constantly on the hunt for content that might help my readers think differently about the principles that build peak performance cultures. This article, taken directly from Convenience Store News’ Retailer of the Year feature is one such piece. Murphy USA Inc. President and CEO Andrew Clyde asks a lot of questions and encourages his team to do the same. It is at the very core of his leadership style. He…”

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By Rob Andrews with italicized content from Hubert Joly’s article in Harvard Business Review on June 10th, 2022 Just this morning, key members of my leadership team met with three ex-Mustangers – the Chief Financial Officer, Chief People Officer and Chief Strategy officer, in a conversation around how we might work together to help build strong cultures. (If you are interested in learning more about the culture of Mustang Engineering, click here for previous blogs featuring their story: Part 1, Part 2, Part 3, Part 4.) One of the key…”

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By Rob Andrews Every elite athlete has a coach, and so do I. My coach has recommended we take one blog post per quarter to remind you why you should call Allen Austin when considering your executive search, leadership development, culture shaping, interim executive, executive coaching, or team retreat needs. Here are a few salient points about Allen Austin that I hope you’ll find helpful. We are in the relationship business and laser focused on helping our clients achieve clarity around their strategic and tactical objectives. We then help them…”

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By Rob Andrews In our 27-year-old retained search practice, our stick rate at the two-year mark over the last two years is 96%. It’s easy for us to measure our performance because we have a 2-year replacement guarantee on all placements above $250,000. While not the last word on wisdom, our process, trademarked ForesightTM, includes principles that you can apply to your own human capital practices to dramatically improve your overall results. We attribute our success to a disciplined process that includes 12 proprietary steps unique to our practice. Our…”

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Why Do You Do That?

Rob Andrews talks about why our team at Allen Austin operates the way it does; how it’s all led by purpose and how we implement it into our Executive Search (executive recruitment) and Leadership Advisory practices.