How We Deliver — The Retained Search Methodology
Six stages. Three to five finalists. Twelve months of post-placement support. Every search follows a proven framework — calibrated to your specific business context.
01
Engagement & Calibration
Defining Success Beyond the Job Description
Every retained search begins with an in-depth calibration session with the hiring executive, board members, and key stakeholders. We don't just collect a job spec — we map the business strategy, culture, team dynamics, and the specific outcomes this leader must deliver in the first 12, 24, and 36 months.
Deliverables at This Stage
What Makes This Different
“Most firms work from a job description. We work backwards from business outcomes — what must this hire accomplish for the search to be considered a success?”
02
Market Map & Longlist
Exhaustive Target Identification — No Blind Spots
We map every organization globally that employs leaders with the profile you need. This includes direct competitors, adjacent industries, academia, government, and private equity portfolios. The result is a 100-200 candidate market map — comprehensive enough that you can be confident no stone was left unturned.
Deliverables at This Stage
What Makes This Different
“We don't stop at 'people we already know.' We identify every possible candidate — then approach them discretely, even if they've never applied for a job.”
03
Confidential Approach
Discretion That Protects Both Sides
We approach passive candidates under NDA — protecting their confidentiality and your company's reputation. Every outreach is personalized, referencing the candidate's specific achievements and the strategic opportunity, not just a generic 'we have a role.' For sensitive searches (CEO succession, replacement searches), we use third-party intermediaries and graduated disclosure protocols.
Deliverables at This Stage
What Makes This Different
“In 15+ years, we've never had a confidential search leaked. Our approach protocol is a competitive advantage for sensitive mandates.”
04
Deep Assessment
Competency-Based, Psychometric, and Reference-Verified
We go 3-5 layers deeper than standard reference checks. Every shortlisted candidate undergoes competency-based behavioral interviewing, psychometric profiling (Hogan, MBTI, or client-preferred tools), and structured 360° referencing — including back-channel references the candidate hasn't provided. The output is a comprehensive assessment report, not a summary of interviews.
Deliverables at This Stage
What Makes This Different
“Our reference process goes beyond 'would you rehire this person?' We triangulate across supervisors, peers, direct reports, and external stakeholders.”
05
Offer & Close
From Negotiation to Acceptance — De-Risked
The final stage is where most searches fail. We manage the offer process end-to-end: compensation benchmarking against the candidate's current package and market data, structuring earn-outs and equity, managing counter-offers, and supporting the candidate's resignation transition. Our 95% offer-acceptance rate reflects this rigor.
Deliverables at This Stage
What Makes This Different
“We preempt counter-offers before they happen. Every candidate is coached through the counter-offer likelihood and has already declined it mentally before receiving it.”
06
Integration & Guarantee
12 Months of Active Support — Not Just a Check-In
Placement is not the finish line. We provide structured integration support: 30/60/90-day stakeholder feedback cycles, onboarding coaching, and quarterly check-ins throughout the 12-month guarantee period. If the placement doesn't work out for any reason within 12 months, we restart the search at no additional professional fee.
Deliverables at This Stage
What Makes This Different
“Our average placement stays 3+ years. Our guarantee isn't a 'free replacement' promise — it's an active integration program that makes replacements rare.”
Why Retained Search Produces Better Outcomes
| Dimension | Retained Search (Our Model) | Contingent Search |
|---|---|---|
| Engagement | Exclusive — one firm, one mandate, dedicated team | Non-exclusive — multiple firms competing, first to submit wins |
| Candidate Pool | 100-200 proactively identified, including passive candidates not looking to move | Active job seekers + recruiter's existing database |
| Depth of Assessment | Competency-based interviews + psychometrics + 8-12 structured references | Resume review + basic interview + 2-3 standard references |
| Confidentiality | NDA-protected, graduated disclosure for sensitive mandates | Limited confidentiality controls |
| Time to Shortlist | 2-4 weeks for a thorough market map and longlist | 1-2 weeks (speed prioritized over depth) |
| Guarantee | 12-month replacement guarantee with active integration support | Typically 90-day replacement guarantee |
| Fee Structure | 1/3 on engagement, 1/3 on shortlist, 1/3 on placement — aligned incentives | 100% on placement — speed-driven incentive |
| Best For | Board, C-Suite, VP, and business-critical roles | Mid-level and junior roles |
Ready to see our methodology in action?
Every engagement begins with a confidential conversation. We'll walk you through how we'd approach your specific search — including a preliminary market map — before you commit to anything.
Discuss a Search