Table of Contents: Executive Search
How Executive Search Works — and How It Differs from Recruiting Research
When companies need to fill senior-level positions, they often turn to specialized hiring services. Two of the most common approaches are executive search and recruiting research. At first glance, they may sound similar, but they serve different purposes, operate under different pricing models, and fit different organizational needs. Understanding the differences ( and where they overlap ) can help you choose the right solution for your hiring challenges.
How Does Executive Search Firms Work?
Executive search firms are typically engaged to identify, attract, and place senior executives, often at the VP, C-suite, or board level. The process is highly consultative and involves several phases. It begins with a needs assessment, where the search firm works closely with leadership to define the role, responsibilities, and desired candidate profile. From there, the firm conducts market research, mapping out industries, companies, and individuals who could be a potential fit.
Once a target list is built, executive recruiters personally approach passive candidates who are unlikely to respond to job postings. Those candidates are evaluated not only for skills but also for leadership style, cultural fit, and long-term potential. A curated shortlist of highly qualified individuals is then presented to the client for interviews. Finally, the firm often assists with offer negotiations and helps ensure a smooth transition into the new role.
Because of the depth of service, executive search engagements often involve retainer fees and placement fees, making them one of the more expensive recruiting solutions.
What Is Recruiting Research?
Recruiting research is a leaner, more flexible approach. Instead of owning the entire hiring process, research focuses on sourcing and delivering candidate leads. It is ideal for companies that already have in-house recruiters or HR staff who can handle outreach, interviews, and placement once strong candidates have been identified. This option is also ideal for identifying C-level, executive, and VP- level candidates.
Recruiting research typically involves organizational chart mapping to show where talent is located across industries, companies, and geographies. It also includes candidate identification, which means building targeted lists of potential hires that meet specific requirements. If the client would like to take a closer look at the candidates, the recruiting research firm can engage with them to verify skills, interest, or experience, saving internal teams time.
Unlike executive search, recruiting research is billed hourly or on an a la carte basis, without placement fees. There may also be prepaid hourly or longer-term contract packages based on the client’s budget and needs. This makes it a cost-effective way to boost sourcing capacity without paying for bundled services you may not need.
Key Differences Between Executive Search and Recruiting Research
The biggest difference between the two is scope. Executive search firms manage the full end-to-end process, from defining the role to closing the hire, while recruiting research focuses primarily on sourcing and lead generation. Cost is another key factor. Executive search is usually retainer-based and includes placement fees, whereas recruiting research uses hourly rates with no placement fees, offering much greater cost control.
In terms of use cases, executive search is best suited for high-stakes senior leadership roles, while recruiting research works well for mid- to senior-level positions or situations where companies want sourcing support without the full expense of retained search.
Similarities Between Executive Search and Recruiting Research
Despite their differences, the two share some important similarities. Both approaches target passive candidates rather than relying on job postings. Both provide valuable market intelligence about where candidates are located, competitor hiring activity, and compensation trends. And both tailor their efforts to each client’s specific requirements rather than relying on generic databases.
Which One Is Right for You?
If you are filling a highly sensitive, senior-level role that requires deep vetting and ongoing recruiter involvement, executive search may be the right solution. However, if your organization already has recruiters in place but needs targeted sourcing support at less cost, recruiting research offers a more flexible and affordable option.
Ready to Strengthen Your Candidate Pipeline?
At Corporate Navigators, we specialize in recruiting research that helps companies access passive talent, build precise candidate pipelines, and make smarter hiring decisions—all without placement fees. Our hourly research model puts you in control, giving you exactly the support you need, when you need it. Contact us today to learn how recruiting research can give your hiring team the competitive edge.
