Why executive search works differently
Senior leaders — CXOs, VPs, department heads — are rarely found by posting a job listing and waiting for applications. The strongest candidates are usually employed and not actively looking, which means the search has to reach out directly rather than wait for inbound interest. Confidentiality also matters more at this level, both for the hiring company and for candidates who don't want their current employer to know they're being approached.
The screening bar is different too — beyond skills and experience, leadership hires need genuine alignment with company direction and the ability to work with the existing leadership team, which takes deeper conversation than a standard interview process.
What's included
Our process
Confidential briefing
Role, company context and confidentiality requirements defined.
Targeted search
Direct outreach to candidates matching the specific leadership profile.
Deep screening
Leadership capability and strategic fit assessed, not just credentials.
Interview coordination
Process managed with your board or senior team.
Offer support
Negotiation on senior-level compensation and terms.
Who this is for
Businesses hiring for genuinely senior leadership roles where a standard recruitment process won't reach the right candidates, or where confidentiality during the search matters. Not necessary for management-level roles that a standard permanent hiring process can fill well.
Engagement & pricing
Priced as a percentage of first-year total compensation, typically higher than standard placement fees given the depth of search and screening involved. Scoped individually per search.
One more thing worth knowing
We also stay involved past placement for a period, checking in with both the new leader and the company to catch early friction before it becomes a bigger problem.
Frequently asked questions
It relies on direct, targeted outreach to candidates who aren't actively job-searching, rather than posting and waiting for applications — and involves deeper screening on strategic fit, not just credentials.
Yes — confidentiality, including not disclosing the hiring company's identity during initial outreach if needed, is a core part of executive search.
Longer than standard hiring — often 2-4 months given the depth of search and the multi-stage interview process senior roles usually involve.
Genuinely senior leadership — CXO, VP, or department-head level — rather than mid-management roles, which standard permanent hiring handles well.
Yes — senior-level reference checks often include confidential backchannel conversations beyond the references a candidate provides directly.
Talk to us about executive search.
Free scoping call — we'll tell you what's actually needed, no obligation.