Engaged search · contingent · staffing·17 years of placement expertise·Backed by ProHireHQ AI ↗
Engaged Headhunters/Solutions/Executive Search
Solutions · Pillar

Executive Search.

Senior leadership and C-suite placements. Senior headhunters, niche networks, end-to-end. No junior associate handoff.

Fee
25-35% first-year comp
Best for
VP, SVP, C-suite
Timeline
60-90 days
Confidential
Yes, by default
Definition

What is executive search?

Executive search is the discipline of placing senior leaders, typically VP-level and above, where the candidate pool is mostly passive and the role has a high replacement cost. It is distinct from contingent recruiting because it relies on deep niche research, direct outreach, and a calibrated shortlist rather than a flood of submitted resumes.

Engaged Headhunters runs executive search across three fee structures: retained (paid in tranches), engaged (deposit + contingent balance), and contingent (paid on placement only). The structure is selected with you at scoping. The senior headhunter who pitches the role is the one who runs it.

Searches are confidential to the market by default. Off-limits agreements protect your existing leadership team. ProHireHQ scales AI sourcing without scaling the bill.

How it works

Five steps from kickoff to closed offer.

Built around a single principle: the recruiter who pitches the search is the one who runs it. No handoff. No re-pitching the role to a junior who has not done the work.

  1. Scoping & structure

    We define the role, the bar, the geography, the urgency, and the fee structure (retained, engaged, or contingent). Off-limits and confidentiality scope agreed in writing.

  2. Market mapping

    We map the live universe of qualified candidates inside the niche. ProHireHQ AI sourcing surfaces passive talent in parallel with direct research.

  3. Direct outreach

    Personal outreach by the headhunter running the search. We do not blast the role on job boards. We approach candidates one at a time with the scope and the story.

  4. Calibrated shortlist

    A small, deliberate shortlist with full diligence: references, compensation validation, cultural read, and motivation. Calibrated to your bar after round one.

  5. Close & guarantee

    Offer support, counter-offer management, start-date logistics. Replacement guarantee runs for the agreed window. If they leave, we restart at the cost the guarantee was scoped to.

Compare

Three ways to run an executive search.

Same headhunter, same shortlist quality. Different fee structures for different risk profiles. Pick the one that matches the search.

FEE · 01

Retained

Paid in tranches regardless of outcome. Maximum partner commitment. Best for highly confidential or rare roles.

Retained search →
FEE · 02

Engaged

Deposit upfront funds passive-talent advertising. Balance owed on placement. Hybrid retained + contingent.

Engaged search →
FEE · 03

Contingent

Fee owed only on placement. Run in parallel with other channels. Best when speed and reach matter most.

Contingent search →
Where this runs today

Executive search by industry.

Industry pages are SEO/AEO entry points. The actual product is the headhunter, and headhunters work in niches we may not yet list.

SILO · 01

Healthcare leadership

Clinical · health-tech · behavioral health

CEOs, CMOs, Medical Directors, VPs Clinical Ops

See headhunters →
SILO · 02

Technology

CTO · VP Engineering · AI · Product

CTOs, VPs Engineering, Heads of AI, CISOs, VPs Product

See headhunters →
SILO · 03

Finance

CFO · Controllers · Asset management

CFOs, Controllers, VPs Finance, Tax Directors

See headhunters →
SILO · 04

Wealth Management

Advisors · M&A · firm leadership

RIA Presidents, Wealth Advisors, M&A Directors

See headhunters →
SILO · 05

Manufacturing

Plant ops · supply chain · industrial

Plant Managers, VPs Operations, Supply Chain Directors

See headhunters →
SILO · 06

Aviation

Operations · maintenance · safety

Directors of Maintenance, Chief Pilots, Safety Officers

See headhunters →
FAQ

Executive search,
specifically.

The questions hiring managers ask in the first call. Answered the way we answer them in the call.

How long does an executive search take?
Most senior searches close in 60 to 90 days from kickoff to signed offer. Highly specialized roles (rare niches, restricted geographies) can run 90 to 120 days. We pace the search against your urgency and tell you up front if the timeline you want is unrealistic for the role.
Is there a replacement guarantee?
Yes. The window is scoped per engagement, longer windows adjust the fee, and the terms are agreed in writing at the start of the search rather than offered as a one-size-fits-all promise.
What does executive search cost?
Executive search runs 25 to 35 percent of first-year compensation, structured as retained, engaged, or contingent depending on the role and your preference. The fee structure is selected with you at scoping and is the same fee whether the candidate is sourced via direct outreach or AI advertising.
Do you sign off-limits agreements?
Yes. Off-limits agreements protect your existing leadership team from being approached by us during and after the engagement. Standard scope is the company itself; broader off-limits (subsidiaries, board-adjacent companies) is negotiated per engagement.
Who actually runs my search?
The senior headhunter you meet on the kickoff call. There is no junior-associate handoff. Each headhunter on the network has a decade or more in their vertical and is supported by ProHireHQ for sourcing scale and the firm for the back-office.
Can you run a confidential search?
Yes. Most senior searches are confidential to the market. We do not list the role publicly, do not name the company in outreach until candidates are NDA'd, and operate the diligence and reference checks without exposing the engagement.
●Start an executive search

Tell us the role, the niche, the urgency.

We come back inside one business day with a scoping call, a fee quote, and a candidate market read.

Start a search →See engaged →
SILO · 01 — FOR COMPANIES