40-Point Executive Search Firm Evaluation Checklist
Score executive search firms on industry depth, team quality, sourcing rigor, and cost transparency. Surface hidden replacement-guarantee costs and bait-and-switch staffing patterns before you sign.
Scoring Framework
Rate each answer 1 to 5 based on specificity and supporting evidence. Firms that consistently score below the midpoint tend to underperform projections, usually because gaps in industry knowledge, replacement terms, or team transparency compound across a multi-month search.
Evaluation Criteria
Industry Knowledge and Market Access
30% weightEvaluates real expertise in your market segment, recent placement track record, and access to passive candidates from target companies. Separates real specialists from generalists claiming expertise.
Sample Questions
- Can they immediately name several executive moves in your industry from the last 18 months with transition reasons?
- Do they provide compensation benchmarks from multiple recent similar placements rather than generic surveys?
- Can they identify specific target companies and explain why their executives would consider an opportunity at your stage?
- Do they demonstrate knowledge of industry-specific challenges and regulatory requirements?
- Do they show access to passive candidates through networks beyond LinkedIn and standard databases?
Team Quality and Process Discipline
25% weightAssesses the actual consultants who will execute the search, their current workload, experience level, and process consistency. Prevents bait-and-switch where senior partners sell but junior staff deliver.
Sample Questions
- Do they name the specific consultant who will lead the search with a verifiable LinkedIn profile and experience?
- Do they confirm the consultant manages a manageable concurrent search count to ensure adequate attention?
- Do they provide examples of the consultant's recent successful placements in similar roles?
- Do they explain a backup plan if the primary consultant leaves during the search?
- Do they demonstrate consistent process methodology with defined milestones and accountability?
- Can they show how they've learned from failed searches and adjusted their approach?
- Do they provide client references who worked directly with the proposed team members?
- Do they explain quality control measures and senior review processes for candidate evaluation?
Cost Transparency and Risk Management
20% weightEvaluates total cost structure including hidden fees, replacement-guarantee terms, and additional service charges. Critical for budget management and avoiding surprises that can roughly double project investment.
Sample Questions
- Do they provide a comprehensive fee breakdown including all potential additional costs?
- Do they offer a replacement guarantee that covers the full set of additional costs including travel and research?
- Do they share historical replacement-rate data from the last 24 months with explanations?
- Do they explain exactly what happens if the search fails to produce acceptable candidates after 90 days?
- Do they detail travel expense policies and caps to prevent first-class flight inflation?
- Do they disclose all assessment, reference checking, and research supplement costs up front?
- Do they provide clear termination clauses and refund policies tied to work completed?
- Do they share total cost examples from recent similar searches including all final expenses?
Sourcing Capabilities and Research Quality
15% weightAssesses ability to find passive candidates beyond obvious LinkedIn searches, verification of research methodologies, and access to executive networks an internal team cannot reach.
Sample Questions
- Do they detail specific sourcing methods beyond LinkedIn including premium databases and network contacts?
- Do they explain a research verification process for candidate achievements and track record?
- Do they show access to passive candidates through executive assistant networks and industry connections?
- Can they find candidates from non-obvious target companies in adjacent markets?
- Do they provide examples of high-quality candidates surfaced where prior search efforts had missed them?
- Do they explain competitive intelligence gathering methods for understanding candidate motivations?
Post-Placement Support and Success Monitoring
10% weightEvaluates ongoing support structure, integration assistance, and early problem identification to prevent placement failures during the critical first six months when most executive hires succeed or fail.
Sample Questions
- Do they provide a structured follow-up schedule with both the hire and the hiring manager for the first six months?
- Do they explain an early-warning system for cultural misalignment or performance issues?
- Do they show intervention strategies when post-placement problems emerge?
- Do they offer executive coaching or integration support during the transition period?
- Do they demonstrate a track record of resolving early-stage placement problems?
- Do they provide long-term relationship management beyond completion of the individual search?
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