How do you identify and source candidates?
Understand their methodology. Do they headhunt proactively or rely on existing databases? The best firms combine industry networks, proprietary research, and direct approaches to passive candidates.
What is your industry expertise?
Sector knowledge is essential. Ask about their track record in your specific industry and the seniority level of roles they typically fill.
Can you provide client references?
Credible firms welcome reference requests. Speak directly to previous clients about their experience, the quality of candidates, and the overall process.
What guarantees do you offer?
Ask about replacement guarantees. Reputable firms back their placements with 6–12 month guarantees as standard.
How do you assess cultural fit?
Skills matter, but cultural alignment determines long-term success. Understand how the firm evaluates behavioural competencies, leadership style, and organisational fit.
What is your fee structure?
Transparency matters. Understand the total cost, payment stages, and what happens if the search needs to be extended or restarted.
Who will manage my search?
Ask who the senior consultant will be. Ensure a named Director or Partner leads your engagement, not a junior researcher.
What is your completion rate?
This reveals commitment and capability. Ask what percentage of retained searches they successfully complete. The answer should be close to 100%.
The right executive search partner asks you harder questions than you ask them. That’s how they find candidates who truly fit.
Ready to find exceptional talent?
Contact us to discuss how retained headhunting identifies the leadership your organisation needs.