How to Choose a Retained Executive Search Firm

Selecting a retained search firm is a critical decision. You are not just hiring a vendor; you are choosing a strategic partner who will represent your brand in the market and help shape your leadership team. A thorough vetting process is essential. Here is a checklist of key areas to investigate and questions to ask potential firms.

1. Industry and Functional Expertise

The firm must understand your world. Look for a track record of successful placements within your industry and for the specific function you're hiring for.

• "Can you share examples of recent searches you've completed in our industry for a similar role?"
• "Who on your team will be leading this search, and what is their direct experience in this space?"
• "How do you stay current on the trends, challenges, and key players in our industry?"

2. The Search Process and Methodology

A top-tier firm will have a clear, rigorous, and transparent process. They should be able to articulate it confidently.

• "Please walk me through your search process, from the initial kickoff call to post-placement follow-up."
• "How do you conduct research and identify candidates? Is it original research or database-driven?"
• "How do you assess candidates beyond their resume (e.g., cultural fit, leadership competencies)?"
• "What is your approach to reference checking?"

3. Communication and Reporting

Clear and consistent communication is non-negotiable. You should know where your search stands at all times.

• "What is your communication cadence? How often can we expect formal updates?"
• "What information will be included in your progress reports?"
• "How do you handle feedback and course-correction if the initial candidates aren't a fit?"

4. Performance and Guarantees

The firm's commitment should extend beyond just filling the role. Look for a partner invested in a successful long-term placement.

• "What is your firm's success rate for retained searches (i.e., percentage of searches successfully completed)?"
• "What is your average time to present a shortlist and to complete a search?"
• "What kind of guarantee do you offer if the hired candidate leaves within the first year?"