Executive Search & C-Level Headhunting Firm

An executive search firm, or headhunting firm, specialises in recruiting leaders and senior executives by approaching them directly. Rather than publishing a job ad, the headhunter maps the market, identifies, by name, the leaders currently in post who fit the brief, and approaches each of them individually. It is the standard method for leadership positions, where the best candidates do not look at job ads.

Traditional recruitment relies largely on inbound applications and candidates who are actively looking. Executive search relies on headhunting: we go after leaders who are not looking. The assignment is also longer, more confidential and more demanding in terms of assessment, because a bad hire on the executive committee can set the company back several years.

A C-level executive is a leader whose title starts with "Chief": CEO, COO, CFO, CTO, CMO, CPO, CDO, CRO, CISO. They are the members of the executive committee, responsible for an entire function and usually reporting to the CEO. They are also referred to as the C-suite or senior executives. Head of and VP positions, one level below, are part of senior management.

Assessment is a key stage of the selection process. It starts with an in-depth interview on experience and skills, led by the consultant running your assignment. Where needed, we also offer personality tests adapted to the requirements of the role: they give a precise assessment of shortlisted candidates against what the new role will demand.

A headhunting firm's fees are calculated as a percentage of the hired leader's gross annual salary, generally between 20 and 30% depending on how rare the profile is and the scope of the search. On executive mandates, fees are often invoiced in three instalments.

Allow eight to twelve weeks on average from launching the search to signing, including two to three weeks for market mapping and the first approaches. You will see the first qualified candidates within a fortnight. On the most strategic searches, however, an assignment can extend over several months: hiring a CEO, a Managing Director or an executive committee member relies on a small talent pool, on leaders who only move at the right moment in their career, and on a decision that involves the board and the shareholders. We would rather flag this timeframe at the scoping stage than present near-miss candidates just to stick to a schedule.

Yes. We run searches throughout France, in Paris and the regions, and internationally when the role covers several countries or subsidiaries. Our consultants are used to multi-country organisations and to leaders working in multicultural environments.