5 Red Flags When Choosing an Executive Search Firm

Engaging a retained search firm is a significant commitment. While many firms are excellent, others can lead to frustrating, lengthy, and ultimately failed searches. Protecting your investment and your time starts with knowing what warning signs to look for during the vetting process.

Here are five critical red flags that should give you pause.

1. Lack of a Clear, Defined Process

If a potential partner can't articulate a clear, step-by-step methodology for their search process, they don't have one. A top firm will confidently walk you through their phases for discovery, research, outreach, vetting, and closing. Vague answers like "we have a great network" or "we find the best people" are not a substitute for a rigorous, repeatable process.

2. The "Bait and Switch"

This is a classic problem. You are impressed by the senior partner who sells you on the engagement, but once the contract is signed, your search is handed off to a junior associate with little experience. Insist on knowing exactly who will be leading your search and who will be your day-to-day contact. You should have direct access to the senior partner throughout the engagement.

3. No Industry or Functional Specialization

A firm that claims to be an expert in everything is an expert in nothing. True executive search requires deep domain expertise. If you're hiring a CFO for a SaaS company, you want a firm that understands the specific nuances of that role in that industry. Be wary of generalists who cannot speak your language or understand your specific challenges.

4. Over-promising on Timeline

A reputable firm will give you a realistic timeline (e.g., 90-120 days). A firm that promises a shortlist of perfect C-level candidates in two weeks is either misleading you or is simply running a quick keyword search on their existing database—the very thing a retained search is supposed to avoid. This signals a transactional, not a consultative, approach.

5. Poor Listening Skills

In your initial meetings, is the firm doing most of the talking, or are they asking insightful, probing questions about your business, your culture, and the strategic goals of the role? A great search partner is a great consultant. Their first job is to listen and understand. If they are more interested in talking about themselves than learning about you, they are not the right partner.