Executive search, headhunting and executive career transitions — answered
The questions boards, founders and senior leaders ask most often about executive search firms, headhunting, executive recruiters and confidential leadership moves.
For boards, founders and hiring teams
How do executive search and headhunting firms find candidates?
Through direct, confidential headhunting rather than advertising. I map the leaders already delivering the outcome you are hiring for at comparable companies, approach them privately, and assess them against the mandate. Most people on a shortlist were not looking and would never have answered a job post.
What is the difference between executive search firms and executive recruiting firms?
Executive recruiting firms usually work on contingency and volume, forwarding profiles from a database. Retained executive search is a partner-led mandate: success profile, market map, direct approach, structured assessment, backchannel referencing and offer negotiation, with one accountable advisor from brief to appointment.
How do I find and choose an executive search consultant?
Ask four questions: who personally runs the search, how the market will be mapped, what assessment evidence arrives with the shortlist, and how confidentiality is protected while an incumbent is still in place. On my mandates the answer is consistent — I run the search myself and you see the evidence behind every shortlisted leader.
How do executive search fees and retained search work?
Retained search is billed against milestones — mandate, shortlist and appointment — which buys dedicated market mapping rather than speculative CV flow. Sprint and embedded engagements are fixed-fee or retainer-based instead, so the commercial model matches the shape of the hiring problem.
What recruitment solutions work best for scaling teams?
One critical leadership appointment suits retained executive search. Three to five priority hires in a quarter suit a hiring sprint. An ongoing hiring plan with no senior talent leader in place suits fractional talent leadership, or an embedded partner working inside your team and employer brand.
Can a search run confidentially while the current leader is still in place?
Yes. Confidential replacement and board searches are routine. Candidates only learn the organisation once mutual interest is confirmed, and the market is approached in a way that does not signal a change internally.
Which markets and regions do you cover?
Searches run across the United States, United Kingdom, Canada, Mexico, Germany, the UAE, Singapore, Australia and New Zealand, South Africa, Nigeria and Kenya, including cross-border and diaspora leadership moves.
For executives and senior leaders
How do executives get access to confidential, unadvertised roles?
Most senior mandates never reach a job board. Registering interest puts your profile in front of me directly. If there is a close match a recruiter emails you to arrange a short call about the role, your experience and your preferences. Nothing goes to a company until you say yes.
How should a senior leader negotiate an executive offer?
Settle the band before the final stage, then negotiate the whole package rather than base alone: bonus mechanics and hurdles, equity size and vesting, severance and acceleration, and the first-year mandate you will be measured against. Run the numbers against the live market first with the salary benchmark.
What is the difference between an executive CV and a standard resume?
An executive CV leads with scale and accountability — revenue owned, teams led, budgets, market and board exposure — not task lists. The free resume scan scores your profile against how executive search shortlists are actually assessed and shows the specific gaps to close.
How long does an executive career transition take?
Senior moves commonly run three to six months from first conversation to start date, because notice periods, board approval and multi-stage assessment all take time. Starting the positioning work before you need it is what shortens it.
Do candidates pay a fee to be introduced to a role?
No. Introductions to hiring companies are free to you — the employer engages me. Career services such as positioning, executive CV work and interview preparation are separate, optional paid engagements.
What if there is no live role that fits my profile?
Your profile stays on file for future mandates, and there are two useful next steps: RR JobCopilot to widen your search, or career and outplacement support if you are mid-transition and need positioning help rather than a single role.
Free tools for executives
Score your profile against executive shortlists, then check your market value.