Though there is variation from agency to agency, retained search usually has a three-part pricing structure: The team receives a ‘retainer’ (an up-front fee) to perform a specific search and is granted exclusive rights to the project. Retained search is a way to ensure exclusive recruiter focus on your role versus a competitor. Is executive search the same as retained search?Īnother term that frequently crops up in Google search results for executive search is retained search. In simple terms, headhunting can be defined as the process of identifying and approaching passive individuals who possess the right skill set for the role. Headhunting actually forms part of search, and is a technique used within a good search practice. Though similar, headhunting is not search and the two terms should not be used synonymously. How does executive search differ from headhunting?Ĭonfounding the confusion behind executive search is another term frequently used in recruitment circles: headhunting. In other words, it’s a holistic approach to the recruitment process. Using data as the starting point, this can encompass market mapping employer branding deciding on the most appropriate job titles outlining salary levels and drawing up benefits packages. Unlike other forms of recruitment (particularly contingent models), executive search teams take a strategic approach and actively seek out senior-level candidates for roles that are usually difficult to fill and strategically important.īy turning to an executive search team, a business can call on the industry-specific expertise of consultants with a track record of sourcing hard-to-find talent and conducting confidential search.Īs a highly bespoke and consultative service, a search approach helps companies optimise their resourcing strategy to ensure they have the long-term capacity to attract and retain the best people. In very basic terms, executive or technical search is a specialised recruitment service that focuses on sourcing and onboarding hard-to-find talent (which is often senior appointments, such as Chief Operating Officer or Vice President) for client companies.īecause the primary remit is finding top talent at the leadership level or within a niche sector where candidates are scarce - the very people who have the credentials and capabilities to drive business growth - executive search is one of the most sought-after recruitment models. To remove the misconceptions and provide some clarity, we’ll outline the various ways in which executive search differs from typical recruitment and provide advice on which solution is best for your business, whether it be pharmaceuticals, biotech, or chemicals But first, some definitions are in order. Indeed, the term is frequently used interchangeably with recruitment, and while the two share the same basic objective of hiring the best people, such usage is somewhat misleading. However, even for those with one foot in the field, it’s often difficult to differentiate executive search from other forms of recruitment. The term ‘executive search’ is likely familiar for anyone that has worked with recruiters in recent years. Despite widespread misunderstanding around its meaning, executive search (often referred to as ‘technical search’) is an increasingly popular recruitment solution for employers in the STEM sector and beyond.