Leesa Meintzer — Executive Search & Recruiting Leader
Leesa Meintzer is Director of Recruiting for Talent2GO, 2GO Advisory Group’s recruiting practice, helping CEOs, founders and hiring leaders fill executive, leadership and hard-to-find roles. With 30+ years across agency recruiting, in-house Talent Acquisition, executive search and consulting, she helps companies define what they really need, reach talent the market isn’t handing them, and make better hiring decisions.
A recruiter who has sat on both sides of the hiring table
Leesa Meintzer leads recruiting for Talent2GO at 2GO Advisory Group, bringing more than three decades of experience across agency recruiting, executive search, corporate Talent Acquisition, consulting and career transition.
Her differentiator is the depth of her in-house Talent Acquisition experience. After beginning her career in professional recruiting and staffing, Leesa spent a significant part of her career embedded inside organizations — partnering directly with executives and hiring managers on headcount, compensation, team needs, candidate assessment, interview strategy, offer negotiation and hiring decisions.
A search is rarely just about replacing the person who left. The role may have changed. The business may have changed. The technology may have changed. The capabilities needed for the next three to five years may be very different from those in a job description written a decade ago. Leesa works with leadership to understand what the business needs today — and what it will need next — before taking the search to market.
Don’t hire for the role you needed 10 years ago.
Leesa helps clients look beyond the legacy job description and pressure-test the role itself. The goal is not simply to replace a departing employee — it is to bring in talent that can help move the business forward.
- Is this still the right position?
- Has the scope expanded?
- What capabilities are missing from the team?
- How are technology, automation and AI changing the work?
- Is compensation aligned with today’s market?
- Are location or onsite requirements limiting the talent pool?
- What should this person accomplish in the first year — and what will the company need from them as it grows?
How Leesa Helps
Land critical and executive hires
Targeted executive search for executives, functional leaders and difficult-to-find talent when the cost of a wrong hire is significant.
Fill key roles across the business
Full-cycle direct-hire recruiting across finance, accounting, technology, data, engineering, product, operations, sales, legal, HR and other functions.
Cover a leadership gap fast
Interim and fractional talent for transitions, projects and specialized needs when a permanent hire is not necessarily the immediate answer.
Define the right role before going to market
Role definition, compensation and market calibration, geographic strategy, sourcing plans, candidate assessment and search recalibration.
Give hiring managers a real partner
Structured intake, interview-process design, candidate calibration, candid market feedback, offer strategy and consistent communication throughout the search.
Reach candidates beyond the job boards
Modern sourcing technology, AI-assisted research and talent-market intelligence to find candidates beyond traditional job boards and recruiter networks.
When to Engage Leesa
A conversation with Leesa is useful before a search begins — or when a search has stopped working.
- A critical opening, and qualified candidates are not appearing.
- Candidates are not at the level the business expected.
- The job description may no longer reflect what the organization needs.
- Compensation, location, onsite expectations or scope may be limiting the pool.
- The internal team has been trying to fill a role without success.
- Unsure whether the answer is permanent, interim, project-based or fractional.
- Entering a new market or hiring a capability the organization hasn’t recruited before.
- Leadership wants a partner who works with them directly — not one who takes an order and sends résumés.
Functions and Operating Context
Career Path
Frequently Asked Questions
What does Leesa Meintzer do at 2GO Advisory Group?
Leesa Meintzer is Director of Recruiting for Talent2GO, 2GO Advisory Group’s recruiting practice. She leads executive search, direct-hire recruiting and interim and fractional talent placement for companies nationwide, drawing on more than 30 years across agency recruiting, in-house Talent Acquisition, executive search and consulting.
How is Leesa’s approach to a search different?
She starts with the business problem, not the job description. Having spent much of her career inside organizations partnering with executives on headcount, compensation and hiring decisions, Leesa pressure-tests the role itself — scope, missing capabilities, compensation and location — before taking a search to market.
When should a company bring Leesa into a search?
Ideally before a search begins — or as soon as one has stalled. Common triggers include a critical opening with no qualified candidates, candidates who aren’t at the level the business expected, a job description that may no longer reflect the need, or compensation, location or scope that is limiting the talent pool.
Can Leesa help decide between a permanent, interim or fractional hire?
Yes. Talent2GO supports executive search, direct hire and interim and fractional talent, so Leesa can help leadership determine whether the need is best met with a permanent hire, an interim leader, a project-based resource or a fractional executive before going to market.
What types of roles does Leesa recruit for?
Executives, functional leaders and hard-to-find talent across finance, accounting, technology, data, engineering, product, operations, sales, legal, human resources and other functions.
Where is Leesa based, and where does she recruit?
Leesa is based in the San Francisco Bay Area and conducts searches nationwide across the U.S., with international recruiting experience.
Talk with Leesa
Whether you’re planning a critical hire or a search has stalled, start with a conversation about what the business actually needs.
“Recruiting is like a puzzle. Each candidate brings a unique piece, and it’s our job to fit them together.”