Executive search is recruiting for senior leadership roles, such as vice presidents, C suite officers and board members. It is usually done on a retained basis, with deep market research, confidential approaches to people who are not looking, and a structured assessment of a short list.
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In one line
Recruiting for senior leadership roles, usually on a retained basis with deep research and confidential approaches.
In a retained search the client pays the firm in stages, often at the start, at a midpoint such as presenting a short list, and on completion. The firm works the search exclusively and commits a team to it. This differs from contingency recruiting, where a fee is paid only if the agency's candidate is hired.
The work starts with a detailed brief on the role, the business and the leadership qualities needed. Researchers then map the market: target companies, people in comparable roles and likely sources of talent. Consultants approach candidates discreetly, assess them in depth and present a small, well vetted slate.
Because senior hires are high stakes and often confidential, references, background checks and careful handling of the offer and resignation matter even more than in other searches.
Why it matters to recruiters
A wrong executive hire is costly and visible, so companies pay for rigor and reach. For agency recruiters, executive search is a different business model from contingency: fewer roles, longer relationships and deeper research. For in house teams, knowing how it works helps them brief and manage a search firm well.
An example from a recruiting desk
A private equity backed manufacturer needs a new CFO. It retains a search firm, which interviews the board, builds a target list of 60 finance leaders at similar companies and approaches them confidentially. The firm then presents five assessed candidates, and the board interviews three before choosing one.
Tips that help
Agree the brief, timeline, fee stages and guarantee in writing before work starts.
Ask the firm for its target company list and any off limits companies.
Use structured interviews and the same scorecard for every finalist.
Plan the counteroffer and resignation conversation with the chosen candidate early.
Mistakes to avoid
Running a retained search with a vague brief that changes midway.
Skipping thorough referencing because the candidate interviews well.
Frequently asked questions
What is the difference between retained and contingency search?
Retained firms are paid in stages and work exclusively on the search. Contingency agencies are paid only if their candidate is hired and often compete with other agencies on the same role.
How long does an executive search take?
It varies by role, market and how quickly the client moves. Research, approaches, assessment and offer all take time, and senior candidates often have long notice periods to work out.
What are off limits in executive search?
Off limits are agreements that a search firm will not recruit from its clients' leadership for a set period. Ask any firm which companies it cannot approach for your search.
