Plain-English definitions of key executive search and headhunting terminology.
A search model where the client pays an upfront engagement fee regardless of outcome. The headhunter is exclusively committed to filling the role through proactive research.
A model where the recruiter only earns a fee when a candidate they submitted is hired. No placement = no fee.
An ethical restriction preventing a headhunter from approaching employees of current or recent clients. Typically lasts 12–24 months post-placement.
A systematic identification of all relevant candidates in a defined talent pool — regardless of whether they are actively looking. Usually 100–300 people.
Someone not actively seeking a new role. The majority of senior talent. Accessible only through direct, proactive approach.
The final 3–6 candidates presented to the client after research, assessment, and screening. Each typically supported by a detailed written report.
The document defining the search — strategic context, role scope, ideal candidate profile, compensation, and process. The foundation of a successful search.
The first instalment of a retained search fee, paid at commencement. Typically one-third of the total fee.
The final instalment of a retained search fee, paid on accepted offer. Typically one-third of the total fee.
The period during which a headhunter will re-run a search at no additional fee if the placed candidate leaves. Typically 6–12 months.
An offer made by a candidate's current employer to retain them. Occurs in the majority of senior searches. A key risk to manage.
Standardised assessments of personality, cognitive ability, or behavioural style. Common tools: Hogan, OPQ, SHL, MBTI.
Feedback from former managers, peers, and direct reports — giving a multi-angle view of the candidate's performance and leadership style.
Association of Executive Search and Leadership Consultants. The global professional body for retained search firms.
The full package value used to calculate search fees: base salary plus anticipated annual bonus.
An agreement that only one search firm will work on the mandate. Standard in retained search.
A model combining elements of retained and contingent — typically a smaller upfront fee with the balance on placement.
Another term for hybrid search. A partial upfront fee that 'contains' the recruiter's investment.
The process of identifying, approaching, and securing senior candidates. Used interchangeably with headhunting.
A specialist who proactively identifies and approaches candidates for senior roles.
A list of 10–25 candidates who have passed initial screening and merit further assessment before shortlisting.
A written assessment of a shortlisted candidate — typically 3–5 pages covering career history, interview findings, and recommendation.
A specialism within executive search focused on NED and board chair appointments.
The placement of experienced executives on a temporary basis — typically 3–12 months.
The collective term for a company's most senior executives: CEO, CFO, COO, CTO, CMO, CHRO, and equivalent titles.
A search specifically focused on building a more diverse shortlist through proactive research.
The reputation of an organisation as an employer — how it is perceived by current and potential senior candidates.
The time a candidate must work after handing in their resignation. Typically 1–6 months at senior levels.
The depth of internal talent ready to step up to senior roles.
A structured definition of the skills, behaviours, and attributes required for effective performance in a role.
A structured evaluation process combining multiple methods — interviews, exercises, psychometrics.
Enhanced background verification for senior appointments including detailed references and financial checks.
The formal agreement between client and headhunter confirming fee, exclusivity, off-limits, and guarantee terms.
Identifying and developing internal candidates to fill senior roles. Headhunters are often engaged when internal succession has not produced a ready candidate.
Identifying potential future candidates for roles that may not yet be open. Used for pipeline building.
Comparing a candidate's profile or compensation against market equivalents.
The process of integrating a new executive. Quality headhunters support onboarding for 3–6 months post-placement.
A group of stakeholders — typically board members — responsible for overseeing a senior appointment.