Frequently Asked Questions

What is executive search?

Executive search is a specialized recruitment process that is focused on identifying, evaluating, and hiring top-level executives or senior leaders for organizations. Executive search firms (also known as headhunting firms) are typically hired by companies to assist in finding the right candidate for senior-level positions such as CEO, COO, CFO, CTO, and other top management roles. 

The process of executive search involves identifying the specific needs and requirements of the company, researching, and identifying potential candidates who meet those requirements, conducting a rigorous evaluation process to assess their skills and experience, and finally presenting a shortlist of the most qualified candidates to the hiring company for consideration. 

At Acumen our 9-Step Methodology focuses on a customized search for each role, that not only seeks candidates that have the needed skills and experience, yet also align with our client’s culture, values, and goals – a key factor in our 97.2% retention rate, 3 times the national average. 

We also use our extensive networks and industry expertise to identify and attract top talent who may not be actively looking for a new role. This intentional outreach is an effective way for companies to recruit the best candidates for critical leadership positions.

What is an executive search firm?

An executive search firm, also known as an executive recruiting firm or headhunting firm, is a specialized recruitment firm that helps companies and organizations fill top-level executive positions with highly qualified candidates.

Executive search firms, such as Acumen Executive Search, work on behalf of their clients to identify, recruit, and assess candidates for executive-level roles such as CEOs, CFOs, COOs, and other C-suite executives, as well as senior-level managers and directors. These firms typically use a combination of networking, market research, and targeted recruitment efforts to identify and attract top talent to their clients.

Acumen Executive Search also offers additional services such as leadership consulting, executive coaching, personal branding, and succession planning to help organizations build strong leadership teams and develop effective strategies for long-term success.

What is a retained executive search firm?

A retained executive search firm is a specialized recruiting agency that is hired by companies to identify and attract top-level executive talent for senior management positions. Unlike contingency search firms, which are typically paid a fee only if a candidate they recommend is hired, retained search firms are paid upfront and work for the hiring company until a suitable candidate is hired.

Success FactorContingent SearchAcumen’s 9-Step Methodology 
Quality of CandidateResume millThorough pre-vetting
Your Personal EfficiencyThey send the resumes; you have to screenWe screen hundreds and send only the best 1 or 2
RetentionNo assuranceProven 92% retention rate and a grantee
RequirementsFunctional Role RequirementsCultural fit Leadership Style Team Fit Functional role requirements
AdvocacyIt’s up to you to sell the candidateWe sell the candidate on your company; We assist with developing creative offers
Quality of ProcessIntense then quickly tapers, surface sweep shallowDetailed & Thorough Extensive Deep
Search ApproachStandard resume databasesIndustry specialty, Extensive Personal Network, Market Ecosystem Intimacy

Acumen Executive Search is a retained executive search firm. We employ experienced recruiters who specialize in a particular industry or functional area.  We work closely with the hiring company to understand their specific needs and requirements for the executive position, and then conduct a thorough search to identify and assess potential candidates. We provide advice and guidance to the hiring company throughout the hiring process, including negotiating compensation packages and helping to onboard the new executive.

Acumen Executive Search is retained to fill high-profile positions, such as CEO, CFO, and other C-level roles, as well as other key positions that require specialized skills and experience. We provide a valuable service to companies that want to ensure they are hiring the best possible candidates for these critical positions.

How do executive search firms work?

Executive search firms, also known as headhunters, recruitment agencies, or search firms, work to identify and recruit top-level executives and senior managers for organizations. They are often used by companies when they are looking to fill high-level positions or when they need to hire a candidate with specialized skills or experience.

Here’s how Acumen Executive Search works:

Understanding client needs: Executive search firms begin by meeting with the client company to understand their needs and the specific qualifications they are looking for in a candidate. We will meet with all Stakeholders and identify their needs, wants, and priorities. 

Developing a search strategy: Based on the client’s needs, Acumen develops a search strategy, which may include identifying potential candidates, reaching out to individuals in the client’s industry or related fields, and utilizing our network of contacts to find suitable candidates.

Identifying potential candidates: Acumen then conducts extensive research to identify potential candidates who meet the client’s requirements. This primarily involves our extensive networks, searching online, reviewing resumes and other documents, and reaching out to potential candidates directly.

Initial screening: Acumen conducts an initial screening of the potential candidates to determine their qualifications and suitability for the position. This may involve phone or video interviews, reviewing their work history and references, and evaluating their skills and experience.

Secondary screening: Unlike most search firms that stop after the initial screening, Acumen dives deep with a secondary screening to make sure the candidate aligns with the client’s culture, values, and goals.  Acumen then presents a shortlist of candidates to the client, along with their resumes, bio, interview notes, and other relevant information. The client then selects which candidates they would like to meet with in person.

Facilitating interviews: The executive search firm assists with scheduling and coordinating the interview process, and also provides interview coaching and advice to the candidates. We assist in creating interview questions, provide feedback, and move the process forward for a successful hire. 

Reference checks and negotiations: After the client has made a final selection, Acumen conducts reference checks and assists with negotiating compensation and other terms of the offer. In addition, we will consult with the client to develop an onboarding plan and navigate the transition into the new role.  

Overall, Acumen works to identify and recruit top-level talent for their clients, using our expertise and networks to find the best possible candidates for each position.

How to select an executive search firm within 8 Steps

Selecting an executive search firm is an important decision as it can have a significant impact on your organization’s success. Here are some steps to follow when selecting an executive search firm:

  1. Research potential firms: Research potential executive search firms by looking at their websites, online reviews, and industry publications. Ask for recommendations from colleagues or industry associations. 
  2. Evaluate their experience: Look for firms that have experience recruiting for positions like the one you are trying to fill. Ask for examples of successful placements they have made in the past. Make sure there is alignment between values and communication style. Find our who on the team is going to be representing your organization to candidates. 
  1. Support for Defining the Role: Speak to potential firms and ask about their support in defining needs and qualifications. Even if you have a general idea of the role, an executive search firm should help further refine your needs, give you market insights, and identify key areas that will interest top candidates in joining your organization. 
  2. Evaluate their process: Ask about the firm’s search process, including how they source candidates, assess their qualifications, and conduct interviews. You want to make sure the firm has a thorough and comprehensive process that aligns with your organization’s values and goals.
  3. Evaluate their communication: Communication is critical throughout the search process. Evaluate how the firm communicates with clients and candidates, including how often they provide updates and how they handle sensitive information.
  4. Consider their fees: Executive search firms typically charge a percentage of the candidate’s salary as their fee. Consider the firm’s fees and make sure they are transparent and reasonable.
  5. Check their references: Ask for references from previous clients and candidates to get a sense of the firm’s reputation and the quality of their work.
  6. Trust your instincts: Ultimately, trust your instincts when selecting an executive search firm. Choose a firm that you feel comfortable working with and that you believe can deliver the results you need.

What is the difference between Contingent Search and a Retained Search?

Contingent Search is a recruitment model where recruiters are paid a fee only when they successfully place a candidate with the company. In this model, multiple recruiters may be engaged to work on the same position, and the first recruiter to present a qualified candidate is usually the one who receives the fee. Contingent search is often used for lower-level positions where the talent pool is larger and the competition for candidates is lower.

On the other hand, Retained Search is a more specialized recruitment model where a company hires a recruiting firm to exclusively work on a particular executive or highly specialized role. A retainer fee is typically paid upfront, and the recruiting firm works closely with the hiring company to develop a tailored recruiting strategy. Retained search is often used for high-level executive positions where the talent pool is smaller, the competition for candidates is higher, and the hiring company requires a more comprehensive and customized search process. Retained search is usually more expensive than contingent search, but it provides a higher level of service, expertise, and exclusivity.

Success FactorContingent SearchAcumen’s 9-Step Methodology 
Quality of CandidateResume millThorough pre-vetting
Your Personal EfficiencyThey send the resumes; you have to screenWe screen hundreds and send only the best 1 or 2
RetentionNo assuranceProven 92% retention rate and a grantee
RequirementsFunctional Role RequirementsCultural fit Leadership Style Team Fit Functional role requirements
AdvocacyIt’s up to you to sell the candidateWe sell the candidate on your company; We assist with developing creative offers
Quality of ProcessIntense then quickly tapers Surface sweep ShallowDetailed & Thorough Extensive Deep
Search ApproachStandard resume databasesIndustry specialty Extensive personal network Market ecosystem intimacy