For VP and Above
Retained Search
You are hiring a VP, GM, or C-suite leader. The role is critical to your strategy. You want exclusivity, a dedicated partner, and access to candidates who are not on the market.
Most clients come to us with the wrong engagement model in mind. The right one depends on the role, the stakes, and what has already failed. Here is how we think about it.
For VP, GM, and C-suite roles where getting it wrong is not an option. Exclusive engagement, six-to-ten-week timeline, deep passive sourcing, dedicated partner from intake through onboarding. This is the work we are built for. It is also the work that demands the most discipline at the front of the search.
Director-level and below. Role is scoped, requirements are clear, and you need someone in seat. Four to six weeks, contingency structure, full screening on every candidate. Speed without skipping the rigor. This model is for the role you can articulate, not the role you are still figuring out.
Your search keeps failing and you are not sure why. Role scope is off, comp is under market, or the process is losing good candidates at the finish line. We work fixed-fee on the diagnosis and the framework. Often this is the right starting point before any search begins.
| Retained Search | Direct Hire | Advisory | |
|---|---|---|---|
| Timeline | 6–10 weeks | 4–6 weeks | 2–8 weeks |
| Job Level | VP and above | IC to Director | All levels |
| Fee Structure | Retainer plus variable | Contingency | Fixed project fee |
| Exclusivity | Exclusive | Non-exclusive | Not applicable |
| Sourcing | Passive sourcing | Active candidates | Research and strategy |
| Dedicated partner | Yes, throughout | Yes | Yes |
| Best for | Executive-critical | Speed and volume | Strategy and planning |
You are hiring a VP, GM, or C-suite leader. The role is critical to your strategy. You want exclusivity, a dedicated partner, and access to candidates who are not on the market.
You need to fill an operations, engineering, or program management role in the next four to six weeks. You are scaling or replacing someone. The spec is clear.
You are not sure if you should search yet. You need clarity on compensation, role scope, or hiring strategy before moving forward. Often the highest-leverage spend in a hiring cycle.
Tell us about the role and what has already happened. We will tell you which engagement makes sense and whether we are the right partner for it.