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.

Hawthorne Recruitment is a retained executive search firm based in Dartmouth, Nova Scotia. Retained search means Hawthorne is engaged exclusively to fill a role and commits its full research and relationships to finding the right person, not the fastest available candidate. Hawthorne runs retained searches for senior leadership and specialist professional roles across Halifax, Atlantic Canada and nationally.

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 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 chief executive, vice-president and director 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 little incentive to go deep, and no commitment to the mandate.

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

Retained search and contingency recruitment compared
	Retained search	Contingency recruitment
How the firm is paid	Engaged at the start, with fees structured to the search	Only if a candidate it submits is hired
Exclusivity	One firm, engaged exclusively	Often several recruiters working the same role
Where candidates come from	A mapped market and direct outreach, including people who are not looking	Mostly active applicants and existing databases
What the incentive rewards	The right hire, and a placement that lasts	Speed and volume of submissions
Best suited to	Senior, confidential or hard-to-fill roles	Roles with a large active candidate market

Why it matters for senior roles

At the senior 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 market. The strongest people are typically employed, performing well and not refreshing job boards. Reaching them takes 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 a limited number of searches and commits fully to each one. Every engagement begins with an extensive discovery conversation about the organization's strategy, its 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. Fees are typically a percentage of the role's first-year compensation, set out clearly before any work begins.

See the full executive search process, how professional search works, or how Hawthorne works with hiring organizations.

Common questions

What is retained executive search?

Retained executive search is a way of hiring senior leaders in which the employer engages one search firm exclusively and commits at the outset. The firm researches the market, approaches qualified candidates directly, including those not actively looking, assesses each carefully and delivers a shortlist. It is built for the right fit, not the fastest fill.

What is the difference between retained and contingency recruitment?

A contingency recruiter is paid only if its candidate is hired, which rewards volume and speed. In retained search, the employer engages the firm exclusively with an upfront commitment, and the firm runs a focused, dedicated search. Retained is the standard model for senior roles where the quality of the hire matters more than the speed of filling the seat.

When should we use a retained search firm?

For senior leadership roles such as chief executives, vice-presidents and directors, and for specialist roles where the market is small or the hire is strategically significant. If a role is visible, confidential or hard to fill through normal channels, retained search is usually the right call.

How does Hawthorne's retained search process work?

Every engagement starts with discovery: the organization, the role, the culture and what success looks like. Hawthorne then maps the market and approaches qualified candidates directly, assesses each one and presents a focused shortlist, then supports selection, offer and onboarding. The full process is on the executive search page.

Does Hawthorne work on contingency?

No. Hawthorne works on a retained or engaged basis, with full commitment from the first day of the engagement.

Starting a senior leadership search?

Let's talk about the role and whether retained search is the right model.

Start a conversation