See how Engaged Search delivers the same quality as retained search with a smarter, performance-aligned structure.
| Feature | Engaged Search | Retained Search |
|---|---|---|
| Upfront Investment | Small engagement fee to reserve resources | 33% of salary paid in 3 installments upfront |
| Fee Structure | Majority of fee is success-based | Full fee owed regardless of outcome |
| Financial Risk | Lower risk: pay for performance | High risk: significant sunk cost if search fails |
| Dedicated Resources | Yes, dedicated consultant & research team | Yes, dedicated team assigned |
| Search Exclusivity | Priority status with full commitment | Exclusive mandate required |
| Research Depth | Comprehensive market mapping & passive sourcing | Comprehensive market mapping & passive sourcing |
| Incentive Alignment | Strong: success-based compensation drives results | Weak: fees paid regardless of placement speed |
| Retention & Stability | long-term retention backed by our written replacement guarantee | Industry average ~70-75% |
| Transparency | Weekly intelligence reports & real-time updates | Periodic updates, varies by firm |
With engaged search, the majority of your investment is tied to a successful outcome. You commit a small engagement fee upfront, and the rest is performance-based.
Because our compensation is tied to results, we are fully motivated to deliver the best candidate as quickly as possible, not to drag the process out.
Like retained search, you get an exclusive, dedicated consultant and research team. But unlike retained, you are not paying for that commitment before seeing results.
Our performance-driven model creates urgency. Average time-to-shortlist is 21 days, significantly faster than the industry average for retained mandates.
Our written replacement guarantee dramatically exceeds industry norms, reflecting our rigorous multi-stage candidate calibration and culture fit assessment.
Engaged search taps the same passive candidate pools and uses the same research-driven methodology as retained search. The difference is in the pricing model, not the talent.
Yes. Engaged search uses the same research-driven methodology, dedicated resources, and deep market mapping as retained search. The key difference is the fee structure. Engaged search aligns financial incentives with successful outcomes, giving you the same quality at lower financial risk.
The retained model was the industry standard for decades and still works well for some situations. However, many companies are shifting to engaged search because it offers the same depth and dedication with a more performance-aligned fee structure.
Engaged search is ideal when you want dedicated, research-driven executive search but prefer a fee model that ties the majority of investment to successful outcomes. It is particularly well-suited for C-suite, VP, and senior leadership roles.
The engagement fee is a small fraction of the total fee, typically enough to reserve dedicated resources and initiate the research phase. The majority of the fee is success-based and due only upon a successful placement.
Absolutely. Every engaged search is assigned a dedicated consultant and research team who work exclusively on your mandate. Your role receives priority status, just like a retained engagement.
Get the depth and dedication of retained search with a fee model that rewards results. Connect with our team to discuss your leadership hiring needs.
Need to scope a search immediately?
Pick a time on our executive search client calendar.