Inside Executive Search: A Conversation With Audsley Carr

At Husk Talent, we like to say our people are our superpower. This month, we’re spotlighting our newest member of the team, Audsley Carr, who brings a rare mix of strategy, heart, and hustle to every executive search she leads. From scaling GTM teams at PE-backed software companies to her part in building processes and teams from the ground up, she’s got insights worth hearing. 

Can you share a bit about yourself and your background?

I graduated from the University of Virginia and moved to Austin, TX — recruiting wasn’t even on my radar at the time. It wasn’t until about three years into my post-grad career that it kind of fell into my lap. A friend who was already in recruiting casually mentioned, “You’d be great at recruiting,” and so I thought I’d consider giving it a try. I joined a contingent firm placing entry and junior-level sales and marketing talent at VC-backed software companies. It was high-volume, fast-paced work — a great place to cut my teeth. But I eventually wanted to go deeper, do more strategic work, and partner at the executive level. That’s when I transitioned into retained search, focusing specifically on go-to-market hiring for PE-backed software companies. It was the perfect fit — I found my lane, and I’ve never looked back.

What drew you to executive search, and specifically the GTM space in private equity-backed software? 

I’ve always been fascinated by high-growth — what drives it, what hinders it, and who you need in the room to accelerate it. Executive search in the PE or VC-backed software space hits all of that. When a PE firm makes an investment or recapitalization, that often kicks off a sprint of key hires — GTM being first on the list. Whether it’s a CRO to take the company from $50M to $100M ARR, or a Head of Marketing to build a demand gen engine from scratch, these hires can be the difference between a great outcome and a missed target. I love being part of that critical inflection point. 

What makes your approach to search different?

I bring both structure and spirit to the process. I’m highly process-driven (I’m high blue, then red, if you’re familiar with the Insights Discovery assessment) — I build thoughtful scorecards, ensure alignment early through calibration, and run a tight timeline. But I also care deeply about fit, chemistry, and leadership style. I take the time to really understand the CEO’s vision, the board dynamics, and what kind of leader will actually thrive in that unique context. It’s the upfront work before we even go to market that is critical to my success. I’m not just matching resumes to job descriptions — I’m building executive teams that can execute under pressure and scale. One of the highest forms of praise I can receive is when a client tells me they feel like I'm a true extension of their team. 

How do you ensure you are finding the right fit executives for your clients, and once you do, how are you driving the process?

For me, it starts with relationships. My favorite candidates to work with are often not actively looking for a new role—they are heads down operating in their current role and driving value. These are people I’ve built trusted relationships with over time. I know what would truly motivate them to make a move, and as I always tell my candidates, “It’s better to be running toward something than running away.” So much of executive search comes down to timing.

Driving the right process requires constant communication and alignment on both sides. I’m transparent with both my clients and my candidates throughout. An executive search can only move as quickly as the client is able to commit to it—there has to be upfront buy-in to invest the time in making a strong hire. It’s my job to find the right candidates, but it’s the client’s responsibility to find the right partner for them and their business.

One of the biggest challenges I see is when clients hesitate to make a decision because they want to see more candidates. It makes me think of the old saying, “A bird in hand is worth two in the bush”. That’s where data and trust come in. Throughout a search, I consistently share updates—how many people we’ve reached out to, how many qualification calls we’ve had, how many companies we’ve targeted. It’s like a duck gliding on water: the client may only see the shortlist of 5 to 10 strong candidates, but underneath that, we’re paddling like crazy, often engaging with 75+ people to get to that final slate.

Ultimately, my job is to become the expert in the executive talent market for my client. They need to know that no stone has been left unturned. That confidence allows them to make bold, informed decisions and move forward with the right person.

Tell us about a time you took a professional risk.

In 2019, I was asked by my partner at the time to join a brand new executive search firm she was launching from scratch. There were five of us at the start, zero revenue, and no guarantee it would work. I was newly married and soon to start a family — but I believed in the vision and the opportunity to build something different. That experience shaped me deeply. It taught me that taking a leap, even when the outcome is uncertain, can be the most defining move in your career. It taught me resilience, entrepreneurship, and the value of working with people who lift you up and challenge you to grow. We grew the firm 10x over five years, partnered with some of the most respected investors and founders in the industry, and built something I was truly proud of. It was that experience that sparked my passion for building — teams, processes, and playbooks. I am deeply and forever grateful for the experience. That’s a big part of why the opportunity to join Husk Talent was so compelling. It offered the chance to be part of a growth-oriented firm again where I could help build the foundation — from how we work with clients to how we define excellence in search delivery. I guess you can say that I like to surround myself with entrepreneurs. Someone once told me, “Entrepreneurship is the nexus of agency and opportunity” and I’ve never forgotten that. 

What’s the most rewarding part of your work?

A few months after a placement, hearing from a CEO or investor that their new CRO or Head of Sales is already transforming the sales org. Or hearing from a candidate that they’re finally in a role where they feel seen, challenged, and supported. That’s the real win. I also love seeing when a candidate builds a strong relationship with an investor and goes on to contribute to other companies within the portfolio. 

Let’s get more personal, what’s your favorite way to spend a weekend?

If I'm being honest, with two daughters, ages 2 and 4, our Saturdays are usually filled with birthday parties or sports games. But if it’s a less structured weekend, you can find us exploring new spots around Memphis. I grew up here, but moving back as an adult has felt like discovering a whole new city. There’s no shortage of amazing green spaces, restaurants, breweries, and live music venues. I’m also half British, so I’m all about a long Sunday lunch/dinner. Cooking and entertaining is a real passion and creative outlet for me, so I love inviting friends over and cooking while our kids entertain themselves.

Hidden talent or fun fact?

I temporarily moved to Switzerland by myself when I was 15 to attend a boarding school in a remote ski village. I learned German and skied over 20 hours a week — it was an unforgettable experience, and I met the most remarkable people. I can still hit the slopes with the best of them, but don’t ask me to speak German anymore!

If you want to know more, email me at audsley@husktalent.com