At Valuable Recruitment, executive search is a retained engagement typically priced at 10% to 15% of the placed candidate's first-year base salary. Clients typically pay 30% to 50% of the agreed fee at kickoff, with the balance usually due on contract signature. The calculation excludes bonus, commission, equity, and benefits unless the agreement says otherwise.
The exact rate reflects the seniority and complexity of the role, the decision group, and the work required to reach and assess the right people. For a broader comparison of retained search and embedded recruitment, see our guide to recruitment agency fees.
How executive-search fees are calculated
The fee is a percentage of first-year base salary. It does not change because a candidate has a large bonus, commission plan, or equity package unless those elements are explicitly included in the agreement.
| First-year base salary | Fee at 10% | Fee at 15% |
|---|---|---|
| $150,000 | $15,000 | $22,500 |
| $200,000 | $20,000 | $30,000 |
| $250,000 | $25,000 | $37,500 |
| $300,000 | $30,000 | $45,000 |
Payment stages for a retained executive search
Clients typically pay 30% to 50% of the agreed fee at kickoff. This funds the work before candidates are introduced: stakeholder calibration, market mapping, research, and direct outreach. The balance is usually due on contract signature.
We agree the schedule in writing before work begins. If the search needs a materially different scope, such as additional geographies or a changed role brief, that is discussed before the work expands.
What the executive-search fee includes
Executive search is suited to a consequential leadership decision. The work is designed to give the decision group a shared evidence base, not just a list of available people.
- Stakeholder calibration. We define the role outcomes, leadership evidence, and decision process with the people who need to back the hire.
- Market mapping and direct outreach. We identify and approach relevant leaders, including passive candidates who are not applying to advertised roles.
- Structured leadership assessment. Interviews are tied to the agreed scorecard and the evidence required for the role.
- Candidate briefs, reference conversations, and process management. The final decision is supported by written evidence, relevant references, and an orderly interview and offer process.
- Onboarding success criteria. We can define the early success measures before the new leader starts.
When executive search is worth the cost
Executive search is usually the right model when the hire will shape the company or function for years, the best candidates are unlikely to apply, or the decision needs alignment across a CEO, board, investors, and peers. It is also useful for confidential searches and roles where a poor fit would create significant disruption.
A more focused headhunting engagement may be a better fit when the brief is clear, the decision group is smaller, and speed is the priority. Both can sit within a retained arrangement. The right choice depends on the role and the evidence needed to make the decision confidently.
Replacement terms
Retained executive searches include a 3 to 6 month replacement period where a candidate does not work out because of poor performance or culture alignment. The term and process are agreed before kickoff and reflect the seniority and complexity of the role.
How to compare executive-search proposals
- Confirm the fee basis and the compensation elements that are included or excluded.
- Ask who will personally lead the research, assessment, and stakeholder process.
- Ask what the candidate brief will contain beyond a CV.
- Confirm the payment stages, the replacement term, and the process if the role brief changes.
- Check whether the proposed search depth matches the importance of the leadership decision.
For a role-specific proposal, book a 30-minute founder call. You can also review our published recruitment fees and our executive search service.
