Executive Search

Confidential, research-led engagement for C-suite, VP and director appointments.

A retained, proactive search model for senior leadership appointments where discretion is non-negotiable and the candidate universe is small enough that a job advert would be counter-productive. Market maps, leadership assessment, candidate dossiers, full sourcing across off-market networks.

Best for

▸ CEO, CTO, CFO, CRO and equivalent appointments
▸ VP and Head of-level roles where the candidate pool is under 50 in the country
▸ Searches running against a competitor where confidentiality matters
▸ Replacement of an incumbent who is still in seat
▸ Cleared-environment leadership appointments in defence-adjacent firms

Not for

▸ Roles where the candidate pool is large and well-mapped - Specialist Recruitment is faster
▸ Searches where speed-to-shortlist is the binding constraint over depth
▸ Hiring strategy work without a specific named role - see Workforce Advisory

What this looks like in practice

A retained search begins with a structured intake - often two or three conversations with the client’s leadership team - to build a shared written view of the role, the team it joins, and the kind of candidate the firm is prepared to put its name to. From there the search is run end-to-end by AEY: market mapping, proactive approach, assessment, dossier preparation, debrief support, offer negotiation, resignation support.

The candidate experience matters enormously at this level. The senior people we approach for retained roles often turn down ten LinkedIn pings a week from agencies they do not know; the conversation they have with us begins on different terms because we have done the work to know who they are and what would matter to them.

Engagement timeline

01 Engagement & Scoping Week 1
02 Market Map Weeks 2-3
03 Approach & Engage Weeks 3-5
04 Assess & Shortlist Weeks 5-7
05 Interview & Close Weeks 7-12
06 Onboard & Follow-up 30 / 60 / 90 days + 6-month review

Frequently asked

Why retained and not contingent? +

At C-suite and VP level the work that matters happens before the shortlist - the market map, the off-market outreach, the candidate-by-candidate assessment, the discreet sounding-out of senior people who are not on any job board. That work is research-intensive and cannot be done speculatively across multiple agencies competing on speed. Retained aligns the firm and the recruiter on the same outcome: the right hire, not the fastest CV.

How discreet is discreet? +

Engagement letters include a confidentiality clause that binds both parties. Candidate names are shared only with the named client team. The brief is never broadcast through job boards, LinkedIn posts, recruiter networks or industry channels. Many of our retained searches have closed without a single public signal that they were running.

What's the off-limits agreement? +

For the duration of the engagement plus 12 months post-placement, we will not approach any current member of the client's team for another search. Standard at this level of work; non-negotiable from our side.

What if the search doesn't close? +

It is rare, but it happens - usually because the firm decides not to hire, or pivots the brief materially mid-engagement. Milestone fees paid up to that point are non-refundable; the remaining fees are not invoiced. We will continue to advise informally if the brief restarts later in the year.