Retained Search

We find you the right fit, so you can focus on what you do best.

Overview of Retained Search

Our executive search team includes former CEOs, search firm entrepreneurs, and past industry executives–each with decades of experience working with, working for, or leading the impeccable executives you seek. We understand the impact of every role because we’ve been there.

When you work with us on an executive search, we schedule an on-site visit at your office in order to gain a thorough understanding of your organization and your culture. Finding a good culture fit is an essential piece of the puzzle when bringing on a new executive. From the first phone call to the final behavioral assessment, we don’t farm anything out. Instead, our executive search specialists are with you from start to finish.

Retained Performance Based Billing

Most retained search firms break billing up into thirds. Ours is done in fourths. We bill our clients when we’ve hit big milestones, so you know that our priorities are aligned with yours.


The first installment gets the process going. We develop a custom position description to attract exceptional candidates and begin to develop our sourcing strategy with our seasoned research team.


The second installment is due upon receipt of our
first slate of qualified clients presented to you.
You won’t pay anything until you see the results of
our push into the talent marketplace.


The third installment is due when you decide to bring candidates in for phone and/or on-site interviews. We have to deliver great talent that you feel are worthy of deeper assessment before you get to this stage.


The final installment is due upon placement of the hired candidate. Congratulations! You now have a great new member of your team to drive your business forward.


Our experienced team drives exceptional results on behalf of our clients. We welcome the opportunity to discuss how we can add value to your organization.

Supplemental questionnaire

Our proprietary process includes having all of our candidates complete a Supplemental Questionnaire, including a writing sample that highlights why they think they’re a fit for the opportunity. It allows our clients to get a snapshot into how the candidate communicates and generates countless topics to explore during an interview. Our current clients tell us that the Supplemental Questionnaire and writing sample is as important as the resume in evaluating talent.  

Everything that’s not in a candidate’s resume that you want to know:

  • Compensation History
  • Non-Compete
  • Education
  • Direct and Indirect Reports
  • Functional Areas of Responsibility
  • Relocation Requirements
  • Reasons for Leaving Past Employers

The retained search process

Phase 1


  • Client Discovery & Intake Call
  • Creation of Position specifications & Company profile
  • Review Competitive Landscape
  • Creation of a Go-To-Market Strategy
  • Candidate Identification

Phase 2


  • Initial Outreach by Managing Director
  • Supplemental Questionnaire
  • Candidate Submission
  • Client Interviews
  • Weekly Client Updates

Phase 3


  • Commencement of Interviews
  • Outside Behavioral Assessment
  • Background & Referencing
  • Compensation Strategy & Structure
  • Offer Consultation

Phase 4


  • Post-Hire Candidate follow-up at 30 days, 90 days, 6 months, & 1 Year
  • Client Feedback

Case Study: From Entrepreneur To Enterprise

Job Title Chief Financial Officer
Service Used Executive Search
Industry Consumer Products
Company Profile Plant-Based Foods Company
Days To Fill
$ 0 K