I run an executive search business, so this may sound like a slightly odd article to write.
But there are plenty of situations where I wouldn't recommend executive search.
Search is valuable when you need to proactively identify and assess a market. It isn't automatically the right process for every senior vacancy.
When the role isn't clear
If the leadership team is still debating what the job owns, who it reports to or whether it should exist in its current form, don't start approaching candidates.
You will either change the brief halfway through or hire against the wrong one.
Do the role and organisation work first.
When there is a strong internal successor you haven't properly assessed
Sometimes organisations launch an external search to demonstrate rigour when the preferred candidate is already inside.
That can waste everybody's time.
Assess the internal person properly and benchmark them against the external market. If they stand up, appoint them. If they don't, you then have a clear reason to search.
When advertising will genuinely reach the market
Not every senior role requires headhunting.
If the employer is attractive, the talent pool is active and there is no confidentiality issue, a well-run advertised process may produce a strong field at considerably lower cost.
The test is whether the people you most want to consider are likely to see the role and apply.
When you only want market information
If the question is “what talent is out there?” rather than “who should we hire?”, commission a talent map or external benchmark.
You can understand the market, likely remuneration and credible profiles without pretending there is a live vacancy.
When nobody is ready to make a decision
Search creates momentum. Candidates invest time, tell employers they are leaving and make career decisions.
If the Board hasn't agreed the role, budget or process, fix that first. Keeping senior candidates warm for months while internal decisions drift is a good way to damage an employer's reputation.
When should you use search?
When the appointment matters, the market needs to be proactively reached and you are genuinely prepared to make a decision.
That is where a good executive search firm earns its fee.
The fact that search isn't always the answer doesn't make it less valuable. It makes choosing it more deliberate.