The value of retained Executive Search: A partnership approach

Before we delve into the topic, have you previously collaborated with an executive search firm on a retained search basis? If not, this article will provide valuable insights into why a retained search partnership can significantly benefit your organisation.

It's crucial to distinguish between someone who claims to be a headhunter offering contingent search services with active candidates in the market, and a professional who will systematically identify the best talent based on a comprehensive brief provided to a search consultant.

What is Retained Search and Why Use It?

A true retained search represents a partnership between company and search consultant. The search consultant is typically supported by a dedicated research team who works according to a specific brief, targeting potential candidates in similar roles from relevant industries.

Often, the direct competition may not be the optimal source for the solution your organisation seeks. At Hintel Middle East, our search consultants and research teams collaborate with our client partners to look beyond obvious talent pools, aligning required skill sets that could be fulfilled by individuals with transferable skills from adjacent sectors.

As a specialised executive search and staffing firm focused on the Middle East region, Hintel Middle East maintains a dedicated data and research team that works in partnership with our consultants to identify not only direct competitors but also exceptional individuals from complementary fields when appropriate.

Let me share a recent case that illustrates this point. Last quarter, we partnered with one of the region's fastest-growing property developers who had struggled for months to fill a critical Chief Development Officer position. Rather than limiting our search to the obvious local real estate sector, our team identified an exceptional candidate from the hospitality development space who brought fresh perspective and complementary experience. Six months into the role, this executive has already transformed their development pipeline and approach to project delivery.

Retained vs. Contingent Search

When discussing retained search with organisations for the first time, we frequently hear that companies want to "cast the widest net possible" to gather numerous candidates. Logically, this seems sensible – more recruiters working on the position means more candidates submitted and more options for the hiring manager.

However, contingent searches can introduce potential risks:

• Candidates being contacted multiple times by different recruiters
• Inconsistent messaging about the company and employer value proposition (EVP)
• Market confusion that can actually make positions harder to fill due to rumours about the company's approach to hiring

Factors to consider when contemplating contingent recruitment:

• What is the source of these candidates – are they merely from job postings?
• Does the search firm have exclusive relationships with these individuals?
• Are these candidates merely "on" the market or truly the best "in" the market?
• How was your company and the position represented?
• Did the consultant truly understand your organisational culture?
• How motivated are they to exceed expectations rather than simply earn a fee?
• What experience does the consultant have in managing complex hiring processes?

There are numerous additional questions to consider when comparing retained versus contingent approaches, but these begin to illustrate the quality difference between methodologies.

Retained search for all organisational levels

Retained search isn't exclusively for C-suite positions – it can deliver substantial benefits for junior and mid-management searches as well. These talent pools often comprise individuals still advancing their careers who may have less conviction when committing to a new position. They are frequently more susceptible to counteroffers and require additional guidance through the resignation process, which can be intimidating for many professionals.

Such searches demand time and attention to ensure candidates remain fully engaged throughout the hiring process. Having a committed search partner significantly increases your ability to secure ideal candidates while managing the time and costs associated with hiring.

The investment in retained search

This is your opportunity to evaluate whether Hintel Middle East is the right partner and to assess our market knowledge and expertise!

Many assume retained search is more expensive, but it need not cost more than contingent recruitment. Organisations typically find that working with a single search firm reduces time spent responding to multiple recruiters or arranging interviews with numerous candidates.

Hintel Middle East exists to simplify your talent acquisition process and identify the optimal professionals for your organisation.

How you engage with your chosen search firm will directly impact your return on investment.

At Hintel Middle East, I consistently discuss ROI with my teams. If we can deliver superior service for the same investment through increased commitment, we provide significantly better quality at a lower overall cost to our clients in terms of both financial investment and time.

During a recent engagement with a Saudi logistics company, we demonstrated this value proposition perfectly. They had previously worked with three contingent recruiters simultaneously on a Group HR Director search for four months without success. Within six weeks of engaging Hintel Middle East on a retained basis, we presented a shortlist of five exceptionally qualified candidates, all of whom were employed and not actively seeking new roles. The successful hire has now been with the company for over a year and has transformed their HR function.

Benefits of retained search:

• Access to the best candidates in the market, not just those on the market
• Exceptionally high success rates in securing preferred candidates
• Enhanced engagement with prospective candidates and clients
• Streamlined communication and visibility between all parties
• Consistent assessment and presentation of candidates
• Uniform messaging about your organisation, culture, and EVP
• Heightened confidentiality for both candidates and clients
• Single point of contact throughout the process
• No public advertising or knowledge of the search
• No time wasted determining which recruiter submitted which CV first
• Signals the importance and investment in the position
• Positive market perception without multiple firms discussing the position with varying descriptions
• MOST IMPORTANTLY: you can focus on your core responsibilities with confidence

Not every retained search needs to target C-level executives. Retained searches establish a partnership between two organisations with a shared goal: finding the ideal person for the position. When Hintel Middle East provides this service, we are fully dedicated and working on behalf of our client to secure the optimal candidate.

Hintel Middle East has established an outstanding track record with a near-perfect success rate in delivering retained searches, partnering with our clients to source the best professionals in the market.

Another compelling example comes from our work with a regional financial services firm seeking to establish a new procurement division. Through our retained search process, we not only secured their Chief Procurement Officer but also helped structure the entire leadership team. What impressed our client most was how we managed the entire process confidentially, preventing market speculation whilst still accessing top-tier talent who weren't actively seeking new opportunities.

Even in challenging economic environments that may leave many professionals unemployed, retained searches continue to identify the best talent in the market. Your search team will work more diligently than ever to secure exceptional individuals who can drive your organisation forward.

I welcome the opportunity to discuss how Hintel Middle East can support your executive search requirements. Please contact me directly at tom.brooks@hintel.com to arrange a conversation.

About Tom Brooks

Tom Brooks is a seasoned executive with over 15 years of experience in the GCC region, specialising in strategic leadership and business development across the Middle East. Currently serving as the Director, Country Lead for Saudi Arabia at Hintel, part of the deverellsmith group, Tom plays a pivotal role in driving the company’s expansion and operations in one of the region’s most dynamic markets.