Recruiter's Glossary

Examples: VMS • Job Boards • CPH

Executive Search

Term from Recruitment Services industry explained for recruiters

Executive Search is a specialized form of recruitment that focuses on finding and placing high-level executives and senior managers. Unlike regular recruitment, it involves a more thorough and discrete approach, often called "headhunting." Companies use Executive Search when they need to fill important leadership positions like CEOs, CFOs, or other senior roles. This service is different from standard recruitment because it usually involves directly approaching qualified candidates who might not be actively looking for jobs, rather than just posting job advertisements. Other names for this include "retained search," "C-suite recruitment," or "senior executive recruitment."

Examples in Resumes

Led Executive Search projects for Fortune 500 companies, successfully placing C-level executives

Managed Executive Search assignments resulting in successful placement of senior leadership positions

Conducted confidential Executive Search and Retained Search campaigns for board-level positions

Typical job title: "Executive Search Consultants"

Also try searching for:

Executive Search Consultant Executive Recruiter Senior Talent Acquisition Specialist Headhunter Executive Search Partner C-Suite Recruiter Retained Search Consultant

Where to Find Executive Search Consultants

Professional Associations

Online Communities

Industry Events

Example Interview Questions

Senior Level Questions

Q: How do you develop and maintain relationships with C-suite executives?

Expected Answer: Should discuss long-term relationship building strategies, networking approaches, and methods for staying connected with executive talent pools. Should mention discretion and professional communication.

Q: How do you handle a challenging search where initial candidates aren't meeting client expectations?

Expected Answer: Should explain strategies for expanding search parameters, managing client expectations, refining search criteria, and potentially looking in non-traditional industries or backgrounds.

Mid Level Questions

Q: What's your process for qualifying an executive search assignment?

Expected Answer: Should describe steps for understanding client needs, company culture, position requirements, and how to establish clear expectations and timelines.

Q: How do you approach compensation discussions with executive candidates?

Expected Answer: Should explain tactful ways to discuss complex compensation packages, including base salary, bonuses, equity, and benefits, while maintaining confidentiality.

Junior Level Questions

Q: What's the difference between contingency and retained search?

Expected Answer: Should explain that retained search involves an upfront fee and exclusive rights to the search, while contingency only pays upon successful placement.

Q: How do you research potential candidates for executive positions?

Expected Answer: Should mention using professional networks, LinkedIn, industry contacts, and research tools while maintaining confidentiality throughout the process.