Executive search FAQs
How a retained search with Talent Search Haus works, from who runs your search to how we assess candidates.
What is retained executive search, and how does it differ from contingent recruitment?
Retained executive search, sometimes called headhunting, follows a defined strategy. We map competitors and other organisations likely to hold the right talent, then speak with market participants to test views on targeted and potential candidates that desk research can miss. Fees are invoiced in stages across the project. Contingent recruitment is less rigorous and is invoiced only once the candidate starts the role.
Who will run my search?
A Partner who leads the relevant industry sector or function runs every discussion with market participants and candidates. Our support team handles desk research.
What guarantee do you offer?
We back the rigour of our search and assessment methodology with a 12-month guarantee on all projects.
How long does a search usually take?
Most searches take six to eight weeks. A search can be shorter, depending on the availability of the people we target.
Which sectors and roles do you cover?
We focus on boards, the C-suite, and executives one level below the C-suite. Our sectors are financial services, energy transition, and defence and critical industries.
Do you handle board and non-executive director appointments?
Yes. We work with Chairs to support the appointment of non-executive directors.
How do you assess candidates?
Our proprietary 5D Talent Due Diligence™ framework is built for what comes next: how leaders adapt, learn, and lead through new ways of working and thinking. We use it on every search, and boards and investors use it on its own to assess existing leadership teams. When more data is needed, we partner with providers such as Hogan and SHL.
Where do you work, and can you search internationally?
We work with clients Australia-wide. On every search, we track and map Australian and New Zealand talent working offshore. As preferred executive search partner to Global Australians, we can also reach a network of 70,000 Australians overseas.
How are fees structured?
We work on a retained basis. Fees are agreed for each search and invoiced in stages across the project.
How is Talent Search Haus different from larger search firms?
As a boutique, we are partner-led and more agile. We take on a limited number of clients per sector, so we are less conflicted. Every search must deliver people who make a difference. We use a proprietary assessment tool, built for new ways of working, for existing executives and new appointments. We are preferred executive search partner to Global Australians, and every project carries a 12-month guarantee.
Do you use AI to assess candidates?
We do not use AI to filter or assess candidates. AI only highlights areas for further discussion and interviewing.
How does the Leadership Risk Calculator work?
The calculator compares the financial outcome of a poor, average, and strong executive hire over 12 months, using the numbers you enter. An average hire is the baseline, at zero. The expected outcome weights each scenario by its probability.
What probabilities does the calculator use?
The calculator starts at 25% poor, 55% average, and 20% strong. This is a Talent Search Haus estimate, and the poor-hire rate is adjustable.
Published research reports higher failure rates. McKinsey cites studies finding that 27–46% of executive transitions are regarded as failures or disappointments after two years. DDI reports that about 47% of externally hired executives fail, against 35% of internal promotions.
Structured assessment ranks as the strongest predictor of job performance among common selection methods (Sackett et al., 2022, Journal of Applied Psychology).
What assumptions sit behind each scenario?
Growth target achieved: poor hire 50%, average 100%, strong hire 125% (Talent Search Haus estimate).
Team productivity disruption under a poor hire: 15% of revenue influenced, margin-adjusted (Talent Search Haus estimate). For reference, Gallup's Q12 meta-analysis reports an 18% sales productivity gap between top-quartile and bottom-quartile business units on engagement.
Extra team turnover under a poor leader 20%; reduced turnover under a strong leader 15% (Talent Search Haus estimates). For reference, Gallup reports turnover 21% lower in high-turnover organisations and 51% lower in low-turnover organisations for top-quartile units.
Replacement cost: 80% of salary per departing team member, applied once (Gallup estimate for technical professionals).
% revenue at risk by role and company size: Talent Search Haus benchmark table, calibrated across 30+ years and 1,600+ senior appointments.
What does the calculator leave out?
The search fee, the executive's own package, notice and severance, and time with the seat vacant. Including them would raise the cost of a poor hire. The search fee is shown only as context.
Is the result a valuation?
No. The model is a structured starting point for a board-level conversation, not a valuation. In an engagement, every assumption is recalibrated to your business.