How executive search works
A good search follows a clear sequence. The names vary between firms, but the steps are broadly the same.
- Brief: the search partner works with you to define the role, the outcomes it must deliver and the profile that fits your culture.
- Market mapping: the firm identifies the companies and sectors where the right people work and builds a longlist through research and networks.
- Approach: suitable people are contacted discreetly and directly, including those who are not looking to move.
- Evaluation: candidates are assessed against the role using structured interviews and, where useful, assessment tools.
- Shortlist and references: a small group of assessed candidates is presented, with reference and background checks completed.
- Offer and onboarding: the firm supports negotiation and the first months in the role.
Executive search versus recruitment
Both aim to fill a role. They differ in who they reach, how deeply they work and how the engagement is run.
- Candidate source: search approaches people directly, while recruitment mostly responds to applications.
- Seniority: search is built for leadership and senior management roles, while recruitment covers a wide range of roles.
- Confidentiality: search can run without advertising the role or naming the employer.
- Depth: search involves market research and structured evaluation before anyone is presented.
- Engagement: search is usually an exclusive, partner-led mandate.
When to use executive search
Search earns its place when the cost of getting the hire wrong is high or the right person is hard to reach.
- The wrong hire would carry significant business risk.
- The role is confidential, such as replacing a current leader or creating a new leadership position.
- The talent pool is small, or the right people sit in other companies or geographies.
- You are entering a new market and need leaders who already know it.
Questions to ask a search firm
Before you appoint a firm, ask these and listen for specific answers.
- Who will lead my search, and what sector experience do they have?
- How will you evaluate candidates beyond the CV?
- How often will you report progress, and what will the reports show?
- How do you handle confidentiality and conflicts with other clients?
- What is your policy if the hire does not work out?