What is executive search?
This guide is part of our wider guide to recruiting care leaders. If the role is a registered manager, read hiring a registered manager alongside it.
Advertising waits for people to apply. Executive search goes and finds them. A search means researching who holds comparable roles, approaching them directly, assessing the ones who are interested and presenting a shortlist with context on each person.
Most of the people approached are employed and not looking. The work is in explaining the role well enough that the right ones want a conversation.
Care roles that suit executive search
- A registered manager for a complex service, or one recovering from a poor inspection.
- A clinical lead in a specialist nursing setting, where few people have the right experience.
- Operations, regional and director-level roles.
- Replacing someone who is still in post and does not yet know.
- A role you have already advertised without finding the right person.
When an advert will do
If plenty of qualified people are actively looking for this kind of role, advertising and a good process will usually find them at lower cost.
If the brief is still undecided, a search will struggle. Settle what the role is first. We can help with that part on its own.
How an executive search works, step by step
- The brief. What the service needs, what the role is expected to change, the salary and the timescale.
- Research. Who holds comparable roles, and where.
- Approach. Direct, confidential conversations with the people who fit.
- Assessment. Interviews, checks on experience and early referencing.
- Shortlist. A small number of people, each with context on why they may fit and what they are looking for.
- Offer and start. Help with the offer, the notice period and the first months.
How confidentiality works
At first approach, the role is described by sector, size and scope without naming the organisation. For example: a regional operations role with a national care group, eight services, mostly residential. The name is shared once a candidate has spoken to us and wants to go further, and only with your agreement.
The same applies the other way. Candidates' names and current employers are not shared without their agreement.
What to have ready before a search starts
A search moves faster when the first conversation covers the whole brief. Have these ready, even in rough form:
- A short description of the service: size, type of care, recent inspection outcome.
- Why the role is open, and whether the current person knows.
- Who the role reports to, and who will sit on the interview panel.
- The salary range and any flexibility, including car allowance or bonus.
- What would make someone a clear no, as well as a clear yes.
Gaps are fine. It is more useful to say "we have not decided the salary yet" than to guess.
Questions to ask any search firm
- Who will do the approaching, and how will they describe the role?
- How will you hear about progress, and how often?
- How are fees structured, and what happens if the search is stopped?
- What happens if the person leaves in the first months?
We agree fees and terms with you in writing before the search starts.
Questions
Is executive search the same as headhunting?
Broadly, yes. Both mean approaching people directly rather than waiting for applications. Executive search usually refers to senior appointments with a structured research and assessment process.
How is it different from advertising a senior role?
An advert reaches people who are looking. A search reaches people who are not, which for senior care roles is most of the people you would want.
Will candidates know who the employer is?
Not at first. The role is described by sector and scope. The organisation is named once a candidate is interested and you have agreed.
Sources
This guide covers England unless it says otherwise. It is general information, not legal advice. We review it when the rules change and update the date above.