Retained Search
Retained Search is a premium recruitment method where companies pay a recruiting firm upfront to find high-level executives or specialized professionals. Unlike regular recruitment where payment happens after placement, retained search involves a guaranteed fee paid in stages throughout the search process. Think of it like hiring a dedicated real estate agent who works exclusively to find your dream home, rather than one who shows properties to multiple clients. Similar terms include "Executive Search" or "Exclusive Search." This approach is typically used for senior positions like CEOs, CTOs, or other leadership roles where the stakes are high and the candidate pool is limited.
Examples in Resumes
Successfully completed 12 Retained Search assignments for C-level positions
Led Executive Search practice generating $2M in annual revenue
Managed 8 concurrent Retained Search projects for Fortune 500 clients
Typical job title: "Retained Search Consultants"
Also try searching for:
Where to Find Retained Search Consultants
Professional Associations
Industry Networks
Learning Resources
Example Interview Questions
Senior Level Questions
Q: How do you handle a situation where a client wants to change the search parameters mid-assignment?
Expected Answer: Should discuss maintaining professional boundaries while being flexible, renegotiating terms if needed, and explaining impact on timeline and deliverables. Should emphasize client communication and managing expectations.
Q: What's your approach to building and maintaining a network of executive candidates?
Expected Answer: Should discuss long-term relationship building, discrete networking methods, industry event participation, and maintaining a quality database of connections. Should mention importance of regular touch points and value addition.
Mid Level Questions
Q: How do you differentiate between retained search and contingency recruitment?
Expected Answer: Should explain the key differences in payment structure, exclusivity, commitment levels, and typical position levels. Should discuss advantages and appropriate situations for each approach.
Q: What methods do you use to verify candidate credentials and experience?
Expected Answer: Should discuss reference checking processes, background verification methods, discrete inquiry approaches, and importance of thorough due diligence in executive search.
Junior Level Questions
Q: What are the typical stages of a retained search process?
Expected Answer: Should outline basic steps: initial client meeting, position specification development, research phase, candidate identification, screening, client presentations, interview coordination, and offer management.
Q: How do you maintain confidentiality in executive search assignments?
Expected Answer: Should demonstrate understanding of discretion importance, basic confidentiality practices, and handling sensitive information about both clients and candidates.
Experience Level Indicators
Junior (0-2 years)
- Basic candidate sourcing and screening
- Understanding of retained search process
- Initial client communication
- Research and market mapping
Mid (2-5 years)
- Full search process management
- Client relationship handling
- Advanced candidate assessment
- Proposal development and pricing
Senior (5+ years)
- Business development
- High-level client consulting
- Practice leadership
- Complex search strategy development
Red Flags to Watch For
- No experience with senior-level recruitment
- Lack of professional network
- Poor understanding of confidentiality importance
- Limited knowledge of executive compensation
- No experience with client relationships
Related Terms
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