Below are some considerations for selecting between search firms. Keep in mind - while you’re evaluating them, they’re evaluating you. Searches are partnerships, and they want to know they can work with you and that your expectations align. Spend some time selling them!

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Do they have similar search experience?

The perfect situation is that they’ve done multiple searches in your location, domain, and function. If they haven’t, do you feel comfortable that they can pick up the nuances of recruiting for the piece they’re missing? Has their firm does similar work? Do they ask the right questions?

Do they ask good questions?

Whether or not they’ve done similar searches, your company is unique and they should know what questions to ask and what challenges they’ll face.

Who is on the search team, and who works on what?

Neither overstaffed nor understaffed - 1 or 2 additional people to assist with recruiting and/or market research is usually ideal. You want to make sure that the person pitching your search will be actively involved, and not hand it off to a junior partner, but also that they have the resources to be successful.

How many searches are they currently working on?

Is their team stretched too thin? One search leader can typically handle 5-7 searches max, before quality starts to slip.

How long do they estimate a project like this will take?

This depends on the search, but pay attention to differences in recruiters’ answers.

Do they come to the meeting prepared with sample candidates?

Bringing a few backgrounds to calibrate on the target profile shows that they know a bit about the market and the ideal candidate. This doesn’t mean they need to have qualified, actively searching candidates that they can bring into the process overnight - this a tool to make their recruiting successful.

Do you enjoy working with them?

Whether your search takes 2 weeks or 6 months, you need to feel comfortable that this is someone you can work with. Searches are a back-and-forth, collaborative process.

What is their search fee, and how is it structured?

How does their search fee align with your needs? Is it fully retained, retained with a contingency, purely contingent? Is there an equity component to the fee, or will they trade some of the cash fee for equity if that is what you prefer?

What else is built into their search agreement?

Do they have a guarantee (if hire leaves in X months they will redo the project)? Is there a hands-off agreement (agreement not to recruit from your company for X months after the search closes)? Do you have carve-outs (candidates already in process when the search starts) and what does the contract stipulate if you hire one of them? What is their fall-out fee (secondary candidates hired for other positions)?

When can they start recruiting?

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