If you are hiring a headhunter for the first time, or have had a bad experience with one previously, the six questions below are the ones we suggest you ask any firm before signing an engagement letter. They are the questions every reputable retained executive search firm should answer directly and in writing.
1. Who is the named senior partner running this mandate — and will they still be running it in week eight?
The most common failure pattern in executive search is the “senior partner sells, junior researcher delivers” handoff. Some firms operate this way as a matter of policy. If a firm cannot or will not commit that the named senior partner leads the mandate from brief through onboarding, and that the same partner is at every candidate meeting, choose a different firm.
2. Is this a retained mandate — and are you working exclusively?
Retained means the fee is paid across stages of the search — typically one-third at kickoff, one-third at shortlist, one-third on offer acceptance — not on hire. Exclusive means the firm is not competing against other firms working the same brief. Both are prerequisites for the depth of assessment senior appointments require. If a firm is willing to work non-exclusively or on a contingent basis for a senior mandate, it will not do the depth of work the mandate needs.
3. What is your on/off-limits policy — and does it cover our existing team?
A firm that will approach candidates from your existing team (or your existing sponsor portfolio, or your existing client relationships) is a firm you cannot trust with a mandate. Every reputable firm has a written on/off-limits policy and will share it before you sign.
4. What is your replacement guarantee — and what triggers it?
The market standard is 90 to 180 days. If an appointee leaves in role within the guarantee period for reasons within the firm’s control, the firm replaces them without further fee. Ask the specific trigger conditions — some firms limit the guarantee to voluntary departure, others cover any departure.
5. What does your assessment process look like beyond CV review?
A retained firm should describe: how many meetings each shortlisted candidate has with the mandate partner; how references are taken (with the candidate’s written consent, and never through the candidate’s current employer without permission); whether psychometric assessment is included; how any technical or portfolio review is handled. If the process description is thin, the actual assessment will be thin.
6. Show me a case study or reference from a comparable mandate
Every reputable firm can share (with client permission) case studies or references from mandates comparable to yours. If a firm cannot point to comparable work, either they are new to the sector (and should be honest about that) or they cannot substantiate their claimed experience.
The right firm answers these six questions directly and in writing. If any answer is evasive, you are working with the wrong firm.
What Target Search does
For how Target Search answers each of these questions in practice, see our retained executive search fees and process explainer, our case studies, and our The Firm page. If you would like to discuss a specific mandate, please get in touch or register your vacancy.