Executive Search - Frequently Asked Questions
It can often be assumed that everyone knows what an Executive Search Service entails. We understand that’s not necessarily the case.
It’s only natural to have questions as you explore how best to recruit for critical executive positions, or as a candidate, how to find your next senior executive role. You’ve come to the right place – Principal Connections has over three decades of experience specialising in the delivery of executive search services.
If you have additional questions not answered here, please contact us to discuss how we can help.
Commonly Asked Questions in Executive Search
What is Executive Search?
Executive search, often known as headhunting, is a specialised recruitment service focused on sourcing senior-level executives, board members, and niche leadership roles. Unlike traditional recruitment, it involves targeted identification, discreet outreach, and rigorous assessment of high-calibre candidates—often those not actively seeking new opportunities.
Why use an Executive Search Firm?
There are many reasons but here are just a few. A company may be – seeking to make a critical senior hire; introducing a new functional role and require guidance; seeking a candidate with a rare mix of skills; confidentiality or discretion may be paramount; time, resources and the internal expertise required do not exist; third-party position or a desire not to burn bridges with competitors or suppliers is a consideration. However, above all else, the most important reason in our view is the process itself significantly increases the likelihood of making a stellar long term appointment.
How is an Executive Search Firm different from a Recruiting Agency?
There are many reasons but here are just a few. A company may be – seeking to make a critical senior hire; introducing a new functional role and require guidance; seeking a candidate with a rare mix of skills; confidentiality or discretion may be paramount; time, resources and the internal expertise required do not exist; third-party position or a desire not to burn bridges with competitors or suppliers is a consideration. However, above all else, the most important reason in our view is the process itself significantly increases the likelihood of making a stellar long term appointment.
What roles are typically filled through executive search?
Executive search is used to fill:
- C-suite roles (CEO, CFO, CIO, CHRO, etc.)
- Board-level appointments
- Functional and divisional leadership roles
- Critical positions in high-growth, turnaround, or transformation scenarios
How are fees structured for executive search?
Executive search is typically conducted on a retained basis, with fees structured in instalments (e.g., on engagement, shortlist delivery, and placement). This model reflects the time, expertise, and bespoke nature of the service.
What happens if the candidate placed by the Executive Search Firm doesn’t work out?
Many executive search firms offer a replacement guarantee where, if the candidate appointed leaves or is terminated (for performance reasons) within a certain time period (normally 12, 24 or 52 weeks), they will provide a replacement at no additional cost or for a reduced fee.
Describe the Executive Search Process?
The top firms follow a robust, end-to-end executive search process in a strategic and often confidential manner. The process generally begins with a comprehensive organisational consulting phase to develop understanding and insight. A detailed search strategy is then agreed upon to achieve the desired outcome. The process then enters a multi-pronged candidate generation phase. From this, candidates are rigorously assessed and evaluated, the most promising of which are presented to the company. Interviews, leadership assessments, references, a medical and other background checks and assessments may subsequently ensue. The process will generally conclude with candidate, offer, acceptance and onboarding.
How long does the executive search process take?
The timeframe involved in an executive search can vary signficantly depending on the parameters and complexity of the search itself. While most search engagements will complete somewhere between 6 – 12 weeks; a minority can take beyond this.
Will you contact candidates who are not actively looking for a role?
Yes. One of the key advantages of executive search is our ability to engage with passive candidates – individuals who are not on the job market but may be open to the right opportunity.
Do you ensure confidentiality during the process?
Absolutely. Discretion is fundamental to executive search. Both client and candidate identities can be kept confidential until the appropriate stage of the process.
How do you assess candidate fit?
We evaluate candidates through a combination of structured interviews, competency-based assessments, leadership diagnostics (where applicable), referencing, and alignment with organisational values, culture, and strategic direction.