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    We are M2.
    Recruiting talent that drives
    innovation, productivity and success.
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    We Know HR.
    building leadership teams
    that advance corporate goals.
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    the right fit moves companies and people forward.

Who we are.

Exceptional Experience, Hands-On Service, Proven Results.

Janet Mullert and Wende Malster are two of the most successful Executive Search professionals specializing in Human Resources in the New England area. Working together for more than 15 years, they have secured outstanding HR leadership for high-growth Fortune 500 companies as well as start-up ventures in a full spectrum of industries from hi-tech and life sciences to financial services and hospitality.

We don’t just recruit employees, we build highly effective HR teams that enable corporations to attract, retain, and promote top talent—talent that drives innovation, productivity and success.

Whether you need to find your first VP of HR or transform an established department to meet changing needs, M2 Partners can help you secure the right people to create a dynamic corporate culture that motivates and supports employees to achieve. Our placement track record is exceptional: over 90% of our candidates are retained for more than one year and over 70% are promoted within three years.

Janet Mullert is a highly respected Human Resources search professional with more than 20 years experience in Boston and New England. She has managed HR searches for mid and senior level executives for emerging start-ups to global Fortune 500 companies. An intuitive and astute analyst of corporate strengths and challenges as well as a sensitive and insightful career advisor to candidates, Janet brings her unique talents for “match-making” to all her searches. Prior to launching M2 Partners with Wende, her long-time colleague, she was a Vice President at Gatti & Associates where she secured exceptional Human Resources talent for such companies as Liberty Mutual, Rapid7, HeartWare, Old Mutual, and Parexel.

Wende Malster has over two decades of search and placement experience in Human Resources and Financial Services. A meticulous “detective,” she uncovers the real needs of each client and develops a detailed picture of the skills, leadership style, temperament and other intangibles a candidate must possess to succeed in each position. Wende’s proven discernment and genuine commitment to client satisfaction have resulted in exceptionally high rates of retention and advancement for her clients. Prior to teaming up with Janet, her long-time colleague, she was a Vice President at Gatti & Associates where she recruited HR professionals for companies such as GE, Bain Capital, Sonesta, Moderna Therapeutics, and Rhode Island School of Design.

Joann Almlof is a seasoned Talent Acquisition professional who has developed and implemented successful recruiting strategies for Lotus/IBM, Hanover Insurance, Fidelity Investments and Corvias. While at Fidelity Investments, Joann supported the HR Leadership team, providing industry expertise, as they deepened the bench strength of their team. Her ability to build strong relationships with both business clients and candidates results in an effective partner/counselor, assuring the right candidate for the right role. Joann has her Master’s in Human Resources Management from Lesley College and since joining M2 Partners, has completed successful placements at Partners in Health,  Unum, BNY Mellon and Liberty Mutual.

Sarah Reardon has over 15 years’ experience in Recruiting and Human Resources, primarily in the retail and wholesale industries for Shaw’s Supermarkets, Destination XL and Autopart International.  She blends her HR knowledge with a strong understanding of total business operations and project lead experience in the automation of recruitment lifecycles and HR systems. Sarah took a career hiatus to welcome daughter Alexa in 2014, and now enjoys her part-time role as Talent Project Associate, helping to keep the wheels turning behind the scenes at M2 Partners.

Simply put, we are assessment experts. We conduct an in-depth analysis of your company’s current and projected needs: Where are you going? What do you need to achieve your goals? What is your existing culture? What needs to be strengthened or changed? What kinds of people succeed there? What kinds don’t? We examine the “big picture” of the role of HR within the corporate structure as well as the smaller details that define each position. By the end of this consultative process, we strive to represent your organization as accurately and thoroughly as any insider would do.

And when we identify potential candidates, we perform the same kind of multi-dimensional inventory of skills, past performance, leadership style, preferred work environment and drive to ensure that the criteria match up from both sides. We make certain the candidates we present have a reality-based picture of the responsibilities, challenges and rewards of the position before they interview.

This business is based on relationships—that’s why we love what we do! We build lasting relationships with corporate clients and with rising and top-tier HR talent in many of New England’s premier companies. We know which companies are expanding or shifting focus, and which proven HR staff are ready for their next career move.

People spend more than 50% of their waking hours at work, so chemistry is essential to productivity and fulfillment. The right team can make things happen, the wrong team can stall progress. The fit has to be right to move companies and people forward. Nowhere is this more important than in Human Resources where the mission is to assemble leadership teams and foster an environment throughout the organization that promotes creativity, collaboration and results.

Current Client Organizations:

We offer two tiers of service: retained searches for executive and senior management positions and contingency talent sourcing for mid-level managers, directors and specialists.

Retained Search

The retained search option is ideal for top management positions when finding that key executive is of paramount importance. It is also extremely useful for confidential searches. Throughout the process, we promote your company, strengthening your reputation as a highly respected employer of choice for leading HR professionals.

When you choose a retained search, M2 Partners is an extension of your HR team and we:

  • Conduct an extensive inquiry to ascertain the needs, structure and unique culture of your organization.
  • Work with you to define the responsibilities and requirements of the position and the characteristics of your organization that make it unique.
  • Cultivate a very select group of candidates who have recently held or currently hold HR leadership positions with relevant skills and experience.
  • Present a slate of top-tier candidates, oversee the details of scheduling interviews, collect feedback from candidate prospects and internal staff to assess what each is thinking and feeling about the opportunity, and identify the next steps in the process.
  • Provide broad and deep reference information on the finalists to determine ultimate fit for the role.
  • Advise you on developing a highly attractive offer to secure your top choice based on our understanding of what motivates each candidate.
  • Conduct personal follow-up with new hires and management within the first quarter of employment.

Contingency Assignments

A contingency assignment is the preferred method when you want to cast a wide net for your position among the active candidate pool. Our expertise in managing the process and the administrative details keeps your staff from getting bogged down and moves the search along quickly.

When you hire M2 Partners for talent sourcing to round out a department or team, we:

  • Conduct a needs assessment with the hiring manager.
  • Search our database for potential candidates.
  • Reach out to a targeted pool of candidates, sources and professional associations.
  • Review all resumes and respond to qualified candidates.
  • Select and interview top candidates.
  • Present up to five exceptional candidates for review.
  • Conduct reference checks on the finalist.

We are seeking ideal candidates for the following positions.
Please click on each position title to learn about responsibilities, experience requirements and how to apply.

  • Chief People Officer

    Boston, MA

    this link is temporary.

    Our client is an emerging communications and analytics software company based in Boston. The company is poised for explosive growth, doubling in size in the next 12-18 months.

    The company is looking for an innovative, human resources “game changer” to report directly to the CEO and work closely with the executive team as the Company’s first HR leader.  This person will be responsible for building the highest quality people programs and processes around the attraction, development and retention of talent that will fuel the growth and success of the company. 

    • Lead the development of the long-term people strategy to scale for future growth across the organization while retaining its culture of personal ownership, problem-solving, enthusiasm, support and collaboration. Partner with executive leadership team to align people practices with strategic goals.
    • Manage a small team of HR professionals (contract and permanent), providing effective human resource services including talent acquisition, employee relations, total rewards planning, leadership & career development, workforce planning, communication, and organizational design.
    • Direct the effort to recruit and integrate new staff more quickly while maintaining high quality standards; develop a pipeline of candidates through direct sourcing, employment branding initiatives, referral programs, and the effective utilization of external search partners
    • Develop the leadership competencies of managers by providing coaching, training, and ongoing opportunities for their own career growth as well as the career growth of their staff
    • Implement technology that will ensure the transactional processes of HR are efficiently executed across the Company

    The ideal candidate is passionate about early stage technology companies and has prior experience working in a start-up environment.Equally important will be the ability to build infrastructure and shepherd the culture, aligning people practices with business strategy, and ensuring HR initiatives can be scaled for significant and rapid growth.Someone who is enthusiastic, resourceful, innovative, and highly collaborative will be critical success factors; this is a unique opportunity to define a role and truly impact the organization.Must have specific expertise in all aspects of talent acquisition (setting up sourcing strategy, candidate assessment, processes/systems and branding, and building an ongoing pipeline of talent.)A minimum of ten years’ experience is required.


    Compensation for this position is in the 180-200K base salary range, with additional equity and incentive opportunity.
  • Senior Staffing Specialist

    Bedford, MA

    this link is temporary.

    Our client is small but super high-growth, global life sciences company based north of Boston. 

    We’re seeking an experienced and enthusiastic Senior Recruiting Specialist to execute all aspects in talent acquisition, in particular sourcing, attracting, assessing and hiring top talent for all roles in this growing company, from entry level to senior management.

    • Primarily responsible for full cycle, strategic talent acquisition and partnering with HR leaders to identify needs, design and implement programs to meet human capital requirements
    • Develop and implement strategic programs and processes to pro-actively attract and retain top level talent
    • Maintain and improve programs and materials to develop and support employment branding
    • Manage daily operational aspects of recruiting, such as position descriptions, requisition process, sourcing, postings, screening activities, interview process, reference checking and salary/offer process.
    • Other responsibilities include social media networking/sourcing, campus recruitment, development and maintenance of talent acquisition metrics and reporting, managing temp/contract worker process, and potential involvement in preparing and delivering staffing-related training

    The ideal candidate has 8+ years’ experience in recruiting, preferably within a life sciences, medical devices/pharmaceutical environment. Solid experience in sourcing and utilizing social media for recruiting is required. We’re seeking someone that can build strong relationships with hiring managers and possesses excellent communication and presentation skills.



    Compensation for this position is in the 100-125K range plus bonus.
  • Director of Human Resources

    Boston (Downtown)

    this link is temporary.

    We’re seeking an experienced individual to join this rapidly growing, global provider of social media analysis software, serving well-known, big-brand clients.  As Director of Human Resources, this person will partner with the Chief People Officer to manage a growing HR team and play an essential role in the delivery of the company’s people strategy.

    • Provide strategic and operational HR leadership. Build and manage HR business operations and related policies, systems and processes. 
    • Influence and coach executive team members and their direct reports on leadership and talent practices.  Drive collaboration, alignment and balancing employee and business best interests.
    • Collaborate with and advise leaders on headcount strategy and needs, organizational structure, headcount planning and promotion/salary planning. Analyze HR data related to headcount, terminations, onboarding, and compensation to identify trends and recommend improvements.
    • Manage employee relations and performance management, competency assessment, immigration and compliance, and drive strategy to make recruitment, retention and recognition core competencies of the company.

    The ideal candidate has 8-10 years of progressively responsible Human Resources leadership experience, particularly in the assessment, development and implementation of creative and innovative processes that motivate employees to exemplary performance.  The ability to juggle between strategy development and tactical execution is important.  Building collaborative business relationships across cultures and organization levels, and the ability to act as a consultative advisor and problem solver to coach and influence senior leadership is desired. If you are a “realistic optimist” that thrives in an upbeat, fast-paced, growing environment, this might be a great opportunity for your leadership to shine. 



    Compensation for this position is targeted in the 125-150K range, with a 15% target bonus.

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To contact Janet Mullert,
email jmullert@m2-partners.com
or call 617-201-6832

To contact Wende Malster,
email wmalster@m2-partners.com
or call 617-512-8227

To contact Joann Almlof,
email jalmlof@m2-partners.com
or call 401-595-1971