📞 CALL NOW
×
Contact Us

Welcome to Magellan International

Executive Search & Career Navigation that Moves You Forward

At Magellan International, we don’t just fill roles or polish resumes — we build careers and hire leaders who make an impact.

Whether you’re:

  • A company seeking high-retention executive search backed by our Market-Credible Search Process, or
  • A professional navigating a career inflection point and looking for real coaching with real results — We offer one-on-one engagement, curated strategy, and decades of insight to guide your journey.

Why Magellan?

Because you can't AI your way to Great Candidates or into a Great Career — but smart guidance, clear goals, and curated tools can get you there faster and more confidently.

Call Us

Because we know how to partner with you to help your grow your business or your career!

Where We Work

Since 1993, Magellan International has built and placed leadership teams across six continents, partnering with clients to achieve sustainable growth in every major market. Our reach spans global corporations, high-growth firms, consulting firms, and private equity portfolios, each requiring leaders who can perform, adapt, and endure.

We serve a wide spectrum of industries from energy, chemicals, and manufacturing to high tech, financial services, consulting, aerospace, and life sciences, helping organizations transform strategy into execution.

Across functions, Magellan delivers proven leaders in General Management, Strategy, Operations, Finance, Commercial Development, Sales & Marketing, and Technology, with a special emphasis on roles that demand business transformation, cross-border execution, and long-term fit.

By aligning every search with our clients’ business objectives and each candidate’s career trajectory, we create leadership that lasts, empowering organizations to thrive amid disruption, expansion, and change.

Cities Where Magellan Has Made Placements Recently

Industries We Have Served

  • Accounting

  • Current State & Hiring Relevance:

    Accounting hiring remains healthy, especially for candidates who bring finance + analytics + process automations skills. The hiring market is tight: many firms report difficulty filling senior accounting, controllership and FP&A roles. For example, accounting jobs featured strongly in hiring-growth industries for 2025.

    For retained search: the emphasis is on senior roles with strategic impact (e.g., head of FP&A, chief accounting officer) rather than standard hires; the candidate pool is narrower and expectations on business-partnering and tech savviness are high.

  • Aerospace

  • Current State & Hiring Relevance:

    The aerospace (and defense) sector is facing a significant talent gap — workforce shortages threaten project delivery timelines. One recent analysis noted the demand for technicians alone could require an additional 123,000 workers in the U.S. over the next two decades. Growth in new aerospace manufacturing, space systems and avionics is fueling this.

    For retained search: roles requiring security clearances, niche engineering skills (e.g., propulsion, materials, systems architecture) are at a premium. Such searches often require longer lead times and deeper sourcing strategies.

  • Agriculture

  • Current State & Hiring Relevance:

    The agriculture sector is increasingly influenced by technology (precision-ag, IoT, data analytics), sustainability pressures, supply-chain disruptions and global demand shifts. Hiring for roles that bring ag-domain expertise together with digital/analytics capability is rising.

    For retained search: clients often seek executives who understand both traditional ag operations and the emerging “tech-in-agriculture” business models — a niche but growing profile.

  • Automotive

  • Current State & Hiring Relevance:

    The automotive sector is undergoing transformational change around electrification, software-defined vehicles and connectivity. Recruiters note a major shift: “software-defined vehicles will be a major growth area in 2025” with strong demand for embedded systems, AI, and cybersecurity skills. Meanwhile, global hiring in Q2 2024 dropped ~6% for the sector, reflecting supply chain and macro challenges.

    For retained search: ideal candidates often need a dual competency (hardware + software), and firms are prioritizing those who can operate at the intersection of mobility, digital and manufacturing.

  • Chemicals

  • Current State & Hiring Relevance:

    The chemical industry in 2025 is experiencing moderation in growth — global chemical production is projected to grow ~1.9% for the year. Demand for talent is concentrated in digitalization, sustainability, advanced materials and decarbonization.

    For retained search: search mandates tend to be for highly specialized roles (e.g., hydrogen economy, process digital twin, sustainability leads) rather than mass hiring. The candidate pool is narrow and hiring must be strategic.

  • CPG (Consumer Packaged Goods)

  • Current State & Hiring Relevance:

    The CPG sector is under pressure from changing consumer behaviours, e-commerce growth and demand for agile supply-chains and digital marketing talent. According to data, while CPG had a strong showing among growing industries, it also saw the most significant decrease in job openings from last year (~15% decline) in some roles.

    For retained search: roles tend to combine brand/marketing, supply-chain digitalization, and data analytics. Employers are keen for talent who can lead omnichannel growth and operational excellence in a cost-pressured environment.

  • Distribution

  • Current State & Hiring Relevance:

    Distribution and logistics are marked by increased automation, real-time analytics and demand for agility in supply-chains. Hiring for roles in operations data-science, robotics coordination and resilience planning has risen sharply.

    For retained search: given the tight labor market for skilled logistics and operations leaders, retained search mandates often emphasize transformational capability (e.g., network redesign, automation strategy) rather than simply fill-and-run.

  • Energy and OFS

  • Current State & Hiring Relevance:

    The oil & gas industry is in a phase of adjustment: while upstream activity remains, hiring is increasingly directed toward transition technologies (e.g., low-carbon fuels, CO₂ management), digitalization of operations and asset life-extension. Traditional roles still matter but are under pressure from structural change.

    Oilfield services hiring remains steady but selective — companies are emphasizing efficiency, decarbonization of operations, digital oil-field capabilities and talent who can bring both technical credibility and operational cost-control mindset. Recent sector reports indicate the workforce is flat or slightly declining as firms focus on optimization rather than expansion.

    For retained search: mandates often focus on hybrid skill-sets (oil/gas operations + new energy strategy), requiring senior executives comfortable in dual worlds: legacy fossil and emerging energy. Also leadership mandates in OFS often emphasize strategic turnaround, cost-reduction, and pivoting to service models — the role profile is unique and the candidate universe limited.

  • Financial Services

  • Current State & Hiring Relevance:

    As digital transformation continues, the financial-services sector is increasingly recruiting for roles that combine finance, analytics, regulation and technology. Demand in areas like fintech, embedded payments and compliance is strong — employers are seeking talent who can bridge actuarial, audit, data-and-tech expertise with financial services. According to hiring research, the financial services sector posted 136,700 jobs in the first half of 2025 — a 70% year-over-year increase.

    For retained search this means: the talent pool is tighter, speed and employer value proposition (EVP) matter a lot. Leadership roles with hybrid finance/tech attributes are especially scarce.

  • GIS & Advanced Analytics

  • Current State & Hiring Relevance:

    GIS (geographic information systems) and advanced analytics are becoming mainstream across industries — utilities, natural resources, manufacturing, transportation. Candidates with combined domain-knowledge + analytics + software skills are in high demand. Hiring cycles for data/analytics roles continue to lengthen and competition is fierce.

    For retained search: the search is for specialists who can speak both data-science AND business domain (e.g., geospatial insight for infrastructure), making the candidate pool narrow and client expectations high.

  • High Tech

  • Current State & Hiring Relevance:

    High tech remains one of the most dynamic hiring landscapes — roles in software, cloud, AI/ML, chip design are still in demand, although broader macro conditions have slowed hiring growth. For example, job-seekers targeting tech roles in Q2 2025 reported longer lead times to offers.

    For retained search: particularly senior or strategic roles (e.g., VP engineering, chief product) are highly contested; time-to-hire pressures, top-talent mobility, and compensation benchmarking are critical.

  • Management Consulting

  • Current State & Hiring Relevance:

    In the management consulting space, clients expect more than traditional strategy—there’s a strong turn toward digital, operational, and transformation consulting. We are also finding that services continue to evolve under pressure of tighter margins, AI-enabled workflows and demand for outcome-based delivery. Recruiters report increasing demand for consultants at all levels with hybrid expertise (digitisation + business strategy).

    For retained search: placing partners or growth-leaders requires a global network and clear narrative around practice building and differentiated capability; firms are looking for leaders who can open new markets, not just deliver engagements.

  • Manufacturing

  • Current State & Hiring Relevance:

    Hiring activity in manufacturing remains robust, though impacted by macro uncertainties. According to Robert Half, manufacturing added over 153,800 new job openings in the first half of 2025. At the same time, attrition and the aging workforce remain major hiring risks.

    For retained search: leadership roles in operations, plant digital-transformation, supply-chain automation are top-priority. Employers need executives who can drive efficiency, integrate Industry 4.0, and lead cultural change.

  • Metals & Mining

  • Current State & Hiring Relevance:

    The metals & mining sector is navigating commodity cycles, sustainability pressures (e.g., ESG mandates, decarbonization), and hiring for roles that combine engineering, operations turnaround and digitalisation. Talent with experience in mine-rehabilitation, materials supply-chain, and operational resilience are especially sought.

    For retained search: good candidates often come from cross-industry backgrounds (e.g., heavy manufacturing, energy) and have proven ability to lead in remote/complex operations — the search is less about volume and more about high-impact leadership.

  • Pharmaceuticals

  • Current State & Hiring Relevance:

    Pharma hiring is evolving: there’s a strong push for talent in biologics, advanced therapies (cell/gene), digitized manufacturing and regulatory/quality leadership. At the same time, companies are restructuring to be more nimble, which affects how leadership roles are defined.

    For retained search: placing senior roles (e.g., head of advanced therapies, manufacturing site head) requires identifying candidates with a mix of technical depth, regulatory agility, global experience and commercial orientation.

  • Turnaround Services

  • Current State & Hiring Relevance:

    Turnaround services (for corporations in performance distress) are increasingly important in uncertain macro-economic conditions. Demand for executives who can lead financial restructuring, operational transformation, carve-outs or post-merger integration is strong. Talent must have both strategic vision and hands-on operational credibility.

    For retained search: key profiles are rare — you’re looking for executives with past success in high-stakes recovery environments, strong stakeholder-management skills, and ideally cross-industry experience.

  • Utilities

  • Current State & Hiring Relevance:

    Utilities are undergoing major change — grid modernization, decarbonization, distributed energy resources, advanced analytics and regulatory shifts are driving hiring for digital leadership, change-management, asset-management and customer-centric innovation.

    For retained search: mandates focus on individuals who can lead legacy utility plus growth business (e.g., DERs, micro-grids, software services), requiring both operational utility experience and new-energy mindset.

For over 30 years our Market Credible Search Process has sustained our success.

  • 95% Completion Rate
  • 80% Candidate Promotion Rate
  • 4+ Years Retention
  • 2+ Candidate Placements per Search

Let us share this success with your firm and your career!

Click Here if you would like to talk someone from Magellan.

Client Testimonials

We are continuously improving our services. We believe that your thoughts about us and our services can help us with that. Allow us to serve you better by leaving your feedback.

testimonial image

Nathaniel Hartwig, CEO Biatech

Thank you Jonathan Phillips for being much more than a talent scout. Anyone that worked with you views you as a critical member of the team. We appreciate your continued support and look forward to growing with you.

testimonial image

Antoine Rostand

My relationship with Magellan and Jonathan goes back over 15 years and has always been both productive and enjoyable. Jonathan is always available when I need a quick call or advice on a topic. Magellan has also provided great service in depth with a great recruiting team and ability to work both with our hiring managers and our human resources professionals. I would recommend him to any senior executive trying to build a complex consulting or services business. Antoine Rostand, President and co-Founder of Kayrros and past President and Founder of Schlumberger Business Consulting.

testimonial image

Fred Crawford

I got to know Magellan when Jonathan called about a search he was working on. That call changed my career for the better. My firm also used Jonathan and Magellan for numerous searches over the years to great effect. Beyond that Jonathan always makes himself available for quick comments, thoughts or ideas when I call which I really appreciate. He makes a great recruiting partner for attracting outstanding talent. Fred Crawford, Senior Advisor and Board Member and past CEO of AlixPartners.

testimonial image

David Ritter

Jonathan and Magellan have consistently given me valuable and productive advice. I always felt he had my best interests at heart and brought both professional and sometime personal input to our recruiting and business building endeavors. I would recommend him to anyone who is focusing on building a business or business segment. David Ritter, CEO Haymarket Group and past Vice President for Royal Dutch Shell Plc. Jonathan and Magellan have consistently given me valuable and productive advice. I always felt he had my best interests at heart and brought both professional and sometime personal input to our recruiting and business building endeavors. I would recommend him to anyone who is focusing on building a business or business segment. David Ritter, CEO Haymarket Group and past Vice President for Royal Dutch Shell Plc.

testimonial image

Dennis Cassidy

Over the last 30 years I have worked with Magellan and Jonathan a number of times as both a client and a candidate. Each interaction has been both satisfying and productive. Jonathan’s style is unique and is reflected by his team members as well. Most recently his firm has successfully helped with achieving our ambitious growth objectives through a very unusual market. His firm works equally well with our hiring managers and our human resources professionals which I greatly appreciate. Dennis Cassidy, CEO of Pilot Thomas Logistics and past President of Pentair Calves & Controls.

testimonial image

Matthew Waterhouse

Our firm has enjoyed working with Magellan for both search and business networking activities. Jonathan and his team nake it easy to set up and complete searches even as markets change drastically. I have also benefitted from Jonathan’s professional network as an avenue for growth of our business. Matthew Waterhouse, CEO of 3D Metalforge

testimonial image

Dana Deasey

Every work professional needs that go-to coach that is there to give relevant, and at times, critical feedback when navigating career challenges and opportunities. Jonathan has been my go-to coach for 25+ years; always offering unique insights that have contributed to my career growth. Dan Deasy Past CIO to the Department of Defense and Past CIO to JP Morgan Chase

A practical guide to landing jobs and loving your career

Thoughtful planning and targeted action can make loving your career a reality. This book shows you how. Living Your Best Career is packed with practical, proven strategies you can use immediately to make your work life more fulfilling and meaningful. Whether you are just entering the job market or are an experienced professional, this book will equip you with specific tools to put your career on the right track – and keep it there.

Learn More Click Here to Buy
three books

Bots Boost Sales, But Humans Seal the Deals

In a world where AI-driven bots are revolutionizing business development, the question arises: Can technology alone close the deal, or does success still rely on the power of human connections? This article explores the evolving role of automation and why the human touch remains essential for long-term success in B2B relationships.

Read More
three books

Memberships

  • Member of the Greater Houston Partnership
  • Member of The Petroleum Club of Houston

Stay Informed, Stay Ahead

Subscribing to our newsletter is your key to staying informed, empowered, and ahead of the curve.