Most companies only think about the executive search process after something has already gone wrong. The search process is the architecture of your next stage.
This guide explains how a rigorous retained executive search actually works, what separates it from contingency recruitment, and why the process itself is where outcomes are decided.

What is the executive search process?

Executive search — also known as headhunting or retained search — is a structured, proactive approach to identifying and securing senior talent. Unlike posting a job and waiting for applications, executive search firms go out into the market and identify candidates who are not actively looking.

At the senior level, the best candidates rarely apply. Research from LinkedIn's Global Talent Trends consistently shows that around 70% of senior professionals are passive candidates — employed, delivering results, and unlikely to be browsing job boards.



The three phases of a retained search
A well-run executive search moves through three distinct phases. Each one builds on the last. The shortlist at the end is only as strong as the work that preceded it.

Phase 01 · Signal Detection (Days 1–7)
Deep briefing with the client. We define not just the role, but the profile — trajectory, operating style, and what the right person needs to see to take the conversation seriously. According to Korn Ferry's 2025 Executive Search Study, 67% of failed hires are caused by inadequate briefing at this stage.

Phase 02 · Talent Mapping (Days 7–14)
We map the full talent landscape across global markets. Passive candidates are identified and approached with precision — not a broadcast, but a targeted conversation. McKinsey's 2025 talent report shows that the best senior hires come from proactive outreach in 78% of cases.

Phase 03 · Shortest Path Execution (Days 14–30)
We manage the process end to end — assessments, interviews, references, and negotiation. Delivering a shortlist of people worth the client's time, anywhere in the world.

Retained vs contingency: why the model matters
In contingency recruitment, the agency only earns a fee if they place a candidate. This creates a structural incentive to move fast, not well. A 2025 study by the Association of Executive Search and Leadership Consultants (AESC) found that contingency searches result in a 35% higher rate of misaligned hires at the senior level compared to retained search.

The best senior hires share qualities that do not appear on a CV: intellectual curiosity, the ability to operate in ambiguity, and a track record of building things — not just managing them.

What the search process looks for beyond the CV
At the senior level, credentials are table stakes. What distinguishes retained search is the depth of assessment beyond the CV. Intellectual curiosity. The ability to operate in ambiguity. A track record of building — teams, products, revenue — not just managing them.

When should a company use retained executive search?
Retained search is most valuable when the cost of a wrong hire is high, when the role requires a specific and scarce combination of skills and experience, or when the company needs to access candidates who would not consider the role through conventional channels.