To evaluate an executive search firm, look at who will actually run your search, how they find candidates who aren't job hunting, how they assess leadership fit, how often they report progress, and what guarantee they offer. A firm that can answer each of these clearly — and show a written search plan — is more likely to deliver.
Key takeaways
- Meet the person who will run your search, not just the partner who sells it.
- Ask how they reach passive candidates.
- Expect weekly progress updates.
- Get the guarantee terms in writing.
Eight questions to ask
- Who will run our search day to day?
- How many searches is that person running right now?
- How do you identify and approach passive candidates?
- How do you assess leadership style and culture fit?
- What does your weekly reporting look like?
- How do you handle confidentiality?
- What is your fee structure and payment schedule?
- What happens if the placement leaves within the guarantee period?
Retained vs. contingent search
Retained search is paid in stages and suits senior, confidential or hard-to-fill roles. Contingent search is paid only on placement and suits roles with a larger candidate pool.
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Frequently asked questions
How long does an executive search take?
Most executive searches take 60 to 90 days from kickoff to accepted offer.
Does Helix do executive search?
Yes. Helix runs executive searches for leadership roles across industries.
What's the difference between retained and contingent search?
Retained search is paid in stages and gives the firm exclusivity; contingent search is paid only when a candidate is hired.