The Anatomy of a Retained Search
A successful retained search is a meticulous, multi-stage project. While every search is unique, a proven methodology ensures rigor, transparency, and a high probability of success. Here are the key phases.
Discovery & Strategy (Weeks 1-2)
This foundational phase is about deep alignment. The search firm meets with all key stakeholders (CEO, board members, HR leaders) to understand the strategic context of the role, define success metrics, and build a comprehensive position specification, or "candidate scorecard."
Market Mapping & Candidate ID (Weeks 2-4)
The firm's research team conducts original research to identify target industries, companies, and potential candidates. This goes far beyond LinkedIn; it involves mapping entire organizational charts to find high-performing, passive talent who are not actively looking for a new role.
Candidate Engagement & Vetting (Weeks 4-7)
The search consultant begins confidential outreach. This is a critical step where the consultant acts as a brand ambassador, skillfully presenting the opportunity. Potential candidates undergo multiple rounds of rigorous, competency-based interviews to assess their skills, experience, and cultural fit.
Shortlist Presentation & Client Interviews (Weeks 7-10)
The firm presents a shortlist of 3-5 highly qualified, interested, and vetted candidates to the client. Each candidate is presented with a detailed brief outlining their qualifications against the scorecard. The firm then manages the entire client interview process, gathering feedback and facilitating communication.
Referencing & Offer (Weeks 10-12)
Once a final candidate is selected, the search firm conducts in-depth, 360-degree reference checks with former superiors, peers, and subordinates. They also act as a strategic advisor during the offer stage, helping craft a competitive compensation package and navigating negotiations to ensure a successful close.
Onboarding & Integration
A top-tier firm's work isn't done once the offer is signed. They stay engaged, facilitating a smooth transition and checking in with both the client and the new hire during the first year to ensure successful integration and long-term success. This commitment to the outcome is a hallmark of a true retained search partnership.