Retained Executive Search

Retained search. One firm. One mandate. One right hire.

Retained executive search is how senior leadership roles get filled properly — with focus, discretion, and the time it takes to find the right person.

What retained executive search is

Retained executive search is a structured, research-led method for filling senior roles. The hiring organization engages the search firm exclusively and commits resources at the outset. In return, the firm commits full focus to the mandate — mapping the market, approaching the strongest candidates directly (including those not actively looking), assessing each carefully, and presenting a focused shortlist.

It is the standard model for C-suite, vice-president, director, and board appointments — roles where the quality of the hire matters more than the speed of filling the seat.

How it differs from contingency recruitment

Contingency recruiters are paid only if a candidate they submit is hired. That model drives volume and speed: submit candidates early, move on to the next search. There is no incentive to go deep, and no commitment to the mandate.

Retained search is different in structure and in intent. The firm is exclusively engaged and focused. The incentive is finding the right person — because the firm's reputation and the relationship with the hiring organization depend on it.

Why it matters for senior roles

At the executive and senior leadership level, the wrong hire is not just a cost — it disrupts teams, derails strategies, and takes years to recover from. The right hire changes everything.

Senior leaders are also rarely visible in the active candidate market. The strongest people are typically employed, performing well, and not refreshing job boards. Reaching them requires direct, discreet outreach from someone they already know or trust — which is exactly what retained search is designed to do.

Hawthorne's model

Hawthorne takes on one search at a time and commits fully to each. Every engagement begins with an extensive discovery conversation — understanding the organization's strategy, culture, and the gap the right hire will fill. From there, Hawthorne maps the market and approaches the right people directly.

The shortlist is short on purpose: each candidate presented has been assessed on technical qualifications, leadership profile, values alignment, and genuine interest in the role. Hawthorne stays close through offer and onboarding to support a placement that lasts.

Learn more on the executive search and professional search pages, or see how Hawthorne works with hiring organizations.

Common questions

What is retained executive search?
Retained executive search is a method of hiring senior leaders where the employer exclusively engages a search firm — committing resources up front — to find the right person. The firm researches the market, directly approaches qualified candidates (including those not actively looking), assesses each carefully, and delivers a shortlist. Unlike contingency recruitment, the firm is not racing to fill the role fastest; it is focused on finding the right fit.
What is the difference between retained and contingency recruitment?
In contingency recruitment, the recruiter is paid only if their candidate is hired — which incentivises volume and speed over quality. In retained search, the employer engages the firm exclusively with an upfront commitment; the firm runs a focused, dedicated search. Retained is the standard model for senior leadership roles where the quality of the hire matters more than the speed of filling the seat.
When should we use a retained search firm?
Retained search is best suited for senior leadership roles — C-suite, vice-president, director, board positions — and specialist roles where the market is small or the hire is strategically significant. If a role is visible, confidential, or hard to fill through standard channels, a retained search firm is almost always the right call.
How does Hawthorne's retained search process work?
Every engagement begins with discovery: understanding your organization, the role, the culture, and what success looks like. Hawthorne then maps the market and approaches qualified candidates directly — including those who are not actively looking. Each candidate is assessed before a focused shortlist is presented. Hawthorne supports the process through selection, offer, and onboarding.
Does Hawthorne work on contingency?
No. Hawthorne works exclusively on a retained basis — one search at a time, with full commitment from the first day of the engagement.

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