What questions should we ask an Executive Search Partner?

When instructing an Executive Search Partner you want to be sure they will be equipped to assist you effectively with the opportunity you are searching for. We would recommend asking them the following questions to assess their capabilities, expertise and how they work:

Process: Can you outline your process for recruiting this type of role and explain how you source potential candidates including passive candidates?
Expertise: Does your firm specialise in a specific area or does it have a more general focus?
Track Record: Can you provide examples of successful appointments you have made for similar roles?
Timeline: What is the estimated timeline for completing the search process and presenting a candidate shortlist?
Reporting: How often will you provide updates on the search progress, and what form will those updates take? What level of transparency can we expect throughout the process?
Understanding the business: How do you ensure you have a deep understanding of us, our culture, values and goals and the industry challenges?
Employee Brand: How will you sell this role to candidates?
Assessment: How do you assess candidates? What approach & criteria do you use?
Candidate Care: What is your approach to candidate care and do you obtain feedback from candidates regarding their experience with your firm?
Diversity and Inclusion: How do you ensure diversity and inclusion in your candidate pool? Can you share examples of how you’ve successfully promoted diversity in senior level searches?
Fee Structure: What is your fee structure, and are there any additional costs we should be aware of?
Ownership: Who will be working on the search and who will be our point of contact?
What attention you will get: How many searches does the team take on at once?
Post-Placement Support: What level of support do you provide after the placement of an executive? How do you assist with onboarding and integration?
Guarantee and Replacement Policy: Do you offer any guarantees or replacement policies if the recruited executive does not work out within a certain period? How do you handle situations where the candidate leaves shortly after appointment?