Executive Search Glossary

360-Degree Referencing

A comprehensive candidate referencing approach that seeks references from individuals at multiple levels and types of relationship: line managers, peers, direct reports, and external stakeholders such as board members, investors, and clients. 360-degree referencing provides a more complete view of a candidate's leadership impact than conventional upward-only referencing.

AESC

Association of Executive Search and Leadership Consultants — the global professional association for retained executive search and leadership consulting firms. AESC membership requires adherence to a code of professional practice covering off-limits, confidentiality, and fee transparency.

Assessment Centre

A structured multi-method evaluation process used to assess senior candidates, typically combining competency-based interviews, psychometric testing, case studies, and group exercises. Increasingly used for C-suite and board appointments where the cost of assessment failure is high.

Assignment Brief

The formal document, produced at the outset of a retained search, that specifies the role requirements, candidate profile, organisational context, and search parameters. A well-constructed assignment brief is the foundation of an effective search and the document against which shortlisted candidates are assessed.

Bench Strength

The depth of talent available within an organisation to fill senior roles — particularly the availability of internal successors for key leadership positions. Organisations with strong bench strength are less dependent on external search for senior appointments and carry less succession risk.

Benchmarking

The process of comparing a candidate's profile, or an organisation's compensation structure, against relevant market data. Search firms provide benchmarking as a standard component of retained engagements, including current compensation data for comparable roles in the relevant sector and geography.

Board Practice

The specialism within executive search focused on board-level appointments: Non-Executive Directors, Chairs, Audit Committee Chairs, and other independent board members. Board practice searches typically involve governance requirements, skills audits, and diversity considerations that differ materially from executive search methodology.

C-Suite

Collective term for the most senior executive roles in an organisation: CEO, CFO, COO, CTO, CMO, CRO, CHO, and equivalents. C-suite appointments are almost always conducted through retained executive search, given the seniority, confidentiality requirements, and passive candidate profile involved.

Candidate Report

A written assessment of a shortlisted candidate produced by the search firm, typically covering career history, competency assessment, motivations, and a recommendation. High-quality candidate reports are a significant deliverable of retained search and provide the client with structured assessment intelligence beyond the CV.

Competency Framework

A structured set of behavioural competencies — typically six to ten — against which shortlisted candidates are assessed during the search process. Competency frameworks are developed collaboratively with the client at briefing stage and provide consistency across candidate assessment.

Completion Fee

The final instalment of a retained search fee, typically 33%–40% of the total, paid on acceptance of the offer by the appointed candidate. The completion fee is sometimes contingent on the candidate starting in post.

Container Search

A hybrid fee model that combines elements of retained and contingent search: an upfront container fee (typically 50% of the expected total fee) is paid at the outset, with the remainder due on successful placement. Container searches provide the search firm with partial commitment to conduct a thorough process while preserving some contingency incentive.

Contingent Search

The fee model in which the search firm is paid only on successful placement of a candidate, with no upfront commitment from the client. Contingent search creates incentives for speed over quality and is structurally unsuited to senior executive appointments where passive candidate access, rigorous assessment, and dedicated consultant commitment are required.

Counter-Offer

An offer made by the candidate's current employer in response to their resignation, typically including immediate compensation increases, title changes, promotion commitments, or other incentives designed to prevent the departure. Counter-offers are increasingly common at senior level and represent one of the most significant risks to search completion in the current market.

Diversity Search

An executive search conducted with an explicit commitment to identifying and assessing a diverse candidate slate, including gender, ethnicity, socioeconomic background, and other dimensions of diversity. Diversity search practice may include targeted outreach to under-represented talent pools, blind CV review processes, and structured assessment designed to minimise unconscious bias.

Due Diligence

The verification and investigation process applied to preferred candidates before an offer is made. In executive search, due diligence typically includes identity and qualification verification, employment history checking, media and public record review, and in some cases financial background checks. The depth of due diligence is typically greater for regulated roles and board appointments.

Employer Brand

The reputation and perception of an organisation as an employer, as experienced by current employees, former employees, and prospective candidates. A strong employer brand facilitates executive search by creating positive predisposition in passive candidates approached about opportunities; a weak or damaged employer brand increases search difficulty and compensation requirements.

Engagement Fee

The first instalment of a retained search fee, paid at the commencement of the engagement before any search activity begins. Engagement fees are typically 33%–40% of the estimated total fee and represent the client's commitment to the engagement and the search firm's assurance of dedicated resource.

Engagement Letter

The formal agreement between a client organisation and a search firm, signed at the outset of a retained engagement, that specifies the role, the fee structure, the off-limits undertaking, the guarantee period, and the terms governing the search process. The engagement letter is the contractual foundation of the search relationship.

Exclusivity

The commitment by the client organisation to work with a single retained search firm on a given assignment, rather than briefing multiple agencies simultaneously. Exclusivity is standard in genuine retained search and is contractually specified in the engagement letter. It is the condition that allows the search firm to invest appropriate resource in a thorough process.

Executive Search

A specialised recruitment methodology for senior-level appointments that combines proactive market mapping, direct approach to passive candidates, rigorous assessment, and end-to-end process management. Distinguished from contingent recruitment by the retained fee structure, exclusive assignment, and full-market candidate coverage.

Guarantee Period

The period following a placement during which the search firm undertakes to re-conduct the search at no additional professional fee if the appointed candidate leaves the role. Guarantee periods in retained executive search are typically six to twelve months, with expenses of the repeat search charged additionally.

Headhunter

Informal term for an executive search consultant. The term refers to the proactive identification and direct approach of candidates who are not actively seeking new employment — "hunting" for candidates rather than advertising and waiting for applications. Synonymous with executive search consultant in most contexts.

Hybrid Search

A search model that combines elements of retained and contingent search, typically involving a partial upfront retainer with the remainder contingent on placement. Hybrid models are used for mid-market roles where the client wants some commitment from the search firm without the full retained investment.

Interim Management

The deployment of an experienced executive on a fixed-term, typically day-rate basis to fill a leadership role during a transition period. Interim management and executive search serve adjacent needs: interim management provides immediate leadership coverage while a permanent search is conducted, or where the permanent requirement is uncertain.

Longlisting

The first stage of candidate identification in an executive search, in which the search firm identifies all potentially suitable candidates from the mapped market and presents a longlist of typically 12–20 names to the client for review. Longlisting enables the client to calibrate their requirements against real market data before assessment begins.

Market Mapping

The systematic identification of all relevant candidates in a target talent pool, typically conducted at the outset of a retained search. Market mapping produces a comprehensive view of the available candidate universe — including individuals who are not actively seeking new roles — from which a longlist is developed.

Notice Period

The period of time between an executive's resignation and their last day of employment, as specified in their employment contract. Notice periods for senior UK executives are typically three to six months, and for C-suite roles can extend to twelve months. Notice period management — including negotiating early release, garden leave arrangements, and start date planning — is a standard service component of retained executive search.

Off-Limits

The contractual restriction placed on a search firm preventing it from approaching or recruiting individuals from a current or recent client organisation for a defined period, typically one to two years following the completion of an assignment. Off-limits is the primary governance mechanism in executive search and is the basis on which clients trust search firms with access to their organisation and people.

Onboarding

The structured process of integrating a newly appointed executive into their organisation, covering role transition, relationship building, cultural integration, and early performance expectations. High-quality retained search firms provide onboarding support as part of the engagement, typically through a structured 90-day plan and check-ins with both the client and the placed executive.

Passive Candidate

An individual who is not actively seeking new employment and who has not applied for or signalled interest in a specific role. The majority of the most sought-after senior executives are passive candidates. Identifying, approaching, and engaging passive candidates is the central methodology of executive search and the primary reason clients engage search firms rather than advertising.

Psychometric Testing

Standardised psychological assessments used to evaluate candidates' cognitive ability, personality characteristics, leadership style, and behavioural preferences. Psychometric testing is increasingly used as a component of senior executive assessment, providing structured, comparable data across shortlisted candidates and mitigating some forms of interviewer bias.

Retained Search

The engagement model in which the client pays a portion of the search fee at the outset of an assignment, securing the search firm's exclusive, dedicated commitment to the role. Retained search is the appropriate model for director-level appointments and above, providing full passive market coverage, rigorous assessment, and the commitment of senior consultant resource that senior appointments require.

Search Committee

A subgroup of the board or senior leadership team, typically three to five members, designated to oversee a senior executive appointment process. Search committees are most commonly used for CEO, board, and major public sector appointments, providing governance over the process and decision-making accountability.

Shortlist

The final stage of candidate identification in an executive search, typically comprising three to six candidates who have been assessed in depth and recommended to the client for final interview. A high-quality shortlist represents the search firm's considered recommendation of the best available candidates in the market for the specific role.

Succession Planning

The proactive identification and development of internal candidates capable of filling key senior roles — particularly the CEO — in the event of planned or unplanned departure. Effective succession planning includes honest assessment of internal candidates, external market intelligence on available successors, and a prepared search brief that can be activated rapidly in a departure scenario.

Talent Mapping

A standalone market intelligence service, distinct from a full retained search, in which the search firm identifies and profiles the relevant senior talent pool in a specified market, function, or geography — without conducting a search or approaching candidates. Talent mapping provides clients with intelligence for succession planning, compensation benchmarking, or strategic resource planning.

Total Compensation

The full value of an executive's remuneration package, including base salary, annual bonus (at target and maximum), long-term incentive plan value, pension contributions, benefits, and equity. Total compensation is the correct basis for calculating executive search fees and for benchmarking senior executive remuneration.