Retained Search

Retained Search operates on an exclusive, partnership model where the search firm is paid an upfront retainer fee (typically paid in thirds) regardless of the outcome, ensuring dedicated resources and a consultative approach.

This model focuses on senior-level executive roles like CEOs and CFOs, targeting passive candidates who are not actively seeking new jobs through deep market research and proactive headhunting.

The process involves comprehensive vetting, including behavioral assessments and cultural fit analysis, to present a shortlist of only 3–5 top-tier finalists, resulting in a completion rate of 85–95% but requiring a longer timeline of 90–100 days.

Executive Search

Executive Search is a strategic function specifically dedicated to recruiting top-level talent for critical leadership positions, such as C-suite executives and board directors, often requiring specialized industry knowledge.

Unlike general recruiting, it emphasizes a consultative methodology where the firm acts as an extension of the client’s HR team to define role requirements, benchmark compensation, and manage employer branding.

This approach prioritizes quality over volume, utilizing extensive networks to identify high-performing leaders who align with the organization’s long-term vision, often involving market mapping and succession planning support to ensure the right fit for complex, high-stakes hires.

Contingent Search

Contingent Search utilizes a “no-win, no-fee” model where the firm is compensated only upon the successful placement of a candidate, making it a cost-effective option for mid-level or non-executive roles.

This approach is non-exclusive, meaning multiple firms may compete for the same role, leading to a transactional process that focuses on active job seekers sourced through job boards and resume databases rather than proactive headhunting.

While it offers a faster time-to-fill for straightforward positions with low upfront costs, it often involves lighter vetting and lower completion rates (20–35%), as firms are incentivized to submit high volumes of candidates rather than conducting deep, exclusive research.

Global Talent Acquisition Consulting

Global Talent Acquisition Consulting provides strategic, high-level advisory services to organizations seeking to build or optimize their international hiring capabilities, often involving market entry strategies and cross-border compliance.

This service goes beyond simple recruitment to include compensation benchmarking, employer branding adaptation for different cultures, and the development of local talent pools in various regions.

Consultants work to align global hiring strategies with business goals, helping companies navigate complex regulatory environments and cultural nuances to secure top-tier leadership and specialized talent on an international scale without the constraints of a single country’s labor market.

Recruiting Process Outsourcing (RPO)

Recruiting Process Outsourcing involves a firm acting as an extended internal HR department to manage all or a significant portion of an organization’s hiring needs, ranging from volume hiring to strategic leadership recruitment.

This model offers scalability and flexibility, allowing companies to handle large-scale recruitment projects or seasonal surges while leveraging the RPO provider’s technology, data analytics, and recruitment tools.

By taking ownership of the entire recruitment lifecycle—from job description creation to onboarding—RPO ensures consistency in candidate experience, improves time-to-hire metrics, and provides cost efficiencies compared to maintaining a large in-house team or using multiple agencies for different roles.