• Executive Technology Recruiting Since 1991
  • New York, USA
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Retained Search

The Strategic Recruitment Model for Mission-Critical Hires

When your organization needs to fill a C-suite, VP, or highly specialized leadership role, the stakes are incredibly high. A poor hiring decision at the executive level can cost your company two to three times the role’s annual salary in lost productivity, cultural disruption, and rehiring expenses.

For these high-impact vacancies, Retained Search is the industry’s gold standard, offering a dedicated, consultative partnership designed to secure transformational leaders.

How It Works: From Transactional to Strategic

A retained search transforms the recruiter-client relationship into a dedicated partnership:

  • Exclusive Commitment: By paying an upfront retainer fee, you secure our firm’s exclusive time, resources, and commitment.

  • Targeting Passive Talent: We do not rely on job boards. Instead, we conduct exhaustive market mapping and proactive headhunting to discreetly approach “passive candidates”—top-performing leaders who are not actively looking for a new job.

  • Quality Focused: Our goal is to find the absolute best-fit candidate, not just the first one available.

Strategic Features and Benefits

  • Access to Top-Tier Professionals: We identify and engage the high-level talent that your competitors currently employ.

  • Dedicated Priority: Your search is our top priority. We dedicate significant resources to your vacancy until it is successfully filled.

  • Rigorous Assessment: We mitigate hiring risk through deep behavioral vetting, technical assessments, and back-channel referencing.

  • Market Advisory: We act as an extension of your team, providing competitor insights and compensation benchmarking.

  • Near-Certain Success: While other models vary, retained searches are successfully completed at an industry average of roughly 95%.

Fee Structure & Investment

Because of the rigorous research involved, pricing is structured to share the commitment:

  • Standard Fee: Typically 30% to 35% of the candidate’s first-year total cash compensation (base salary + projected bonuses).

  • Payment Installments:

    1. One-third: Paid upfront at the kickoff to initiate the search.

    2. One-third: Billed at the mid-search milestone (usually 30–60 days) upon presentation of a vetted shortlist.

    3. One-third: Invoiced upon the successful placement and signing of the contract.

  • Replacement Guarantee: Includes a robust 12-month guarantee to protect your investment.

Timeline and Expectations

This process prioritizes depth and quality over immediate speed:

  • Standard Timeline: Expect the process to take 90 to 100 days from kickoff to a signed offer.

  • Initial Delivery: We typically deliver a calibrated shortlist of four to six finalists within the first few weeks.

 Client Participation & Collaboration

The success of the project relies on a structured, collaborative process with your HR and hiring managers:

  • The Strategic Kickoff: A mandatory meeting to define the business problem, deliverables, and “must-have” competencies.

  • Shortlist Evaluation: Your team reviews the comprehensive profiles and behavioral notes of our top finalists.

  • Structured Interviews: Hiring managers conduct consistent, competency-based interviews.

  • Swift Feedback: To keep elite talent engaged, teams must commit to providing feedback within 24 to 48 hours.

  • Closing & Onboarding: We provide offer guidance and resignation coaching while your team finalizes the onboarding runway.

Frequently Asked Questions
What is the main difference between retained and contingency search firms?
Retained search firms operate on a structured, committed payment model, while contingency firms follow a “no win, no fee” approach. This difference affects not only how they are paid but also how they align incentives and conduct the recruiting process.
How do retained search firms charge their fees?
Retained firms charge an upfront fee (retainer) to conduct the search. They are paid for their time and research regardless of the outcome.
What is the standard fee percentage for retained search firms?
Most retained firms charge between 30% and 35% of the executive’s first-year total cash compensation, including base salary and projected bonuses.
How are retained search fees typically structured?
The fee is usually split into three parts: one-third at the start, one-third after presenting a shortlist, and the final third upon successful hire.
Are there any additional costs in retained search?
Yes, direct expenses like travel are usually charged separately. Some firms also add a 10%–15% administrative fee, which can increase the total cost.
Do retained firms ever use a flat-fee model?
Yes, some firms offer a flat-fee model based on the complexity and scope of the search rather than the candidate’s salary, avoiding conflicts of interest.