Executive Search Service

Quality
A retained executive search firm focuses on quality rather than quantity. It showcases a smaller number of highly qualified and in-demand professionals. On the other hand, contingent recruiters prioritize quantity over quality, aiming to place as many candidates as quickly as possible.

Partnership
Retained executive search consultants work closely with their clients. They’re committed to understanding your organization’s culture and strategy. They want to find the best fit for the role and secure a lasting, successful executive hire. They also offer a guarantee for each assignment.

Candidate assessments
Retained executive recruiters are serious about accurately assessing candidates. They use advanced techniques like competency-based interviews, 360-degree referencing, and psychometric testing to carefully evaluate candidates. Contingent recruiters leave their clients to handle the assessment and selection process themselves.

Reach and expertise
Retained executive search firms specialize in placing candidates in senior and C-suite positions. They have extensive industry knowledge and a global network, making them well-equipped to find the right fit for top-level positions.

Make the right hire the first time
Replacing an executive is expensive, and you don't want to have to do it more than once. Whether you're looking to hire a vice president, board members, or a C-level executive, you can find the perfect match from the start by partnering with a retained executive search firm. This will have a positive impact on employee morale, productivity, organizational effectiveness, and stock prices. It will also have a positive effect on your peace of mind—and that matters to us, too.

Improve your executive team’s diversity
A good executive search firm can help reduce bias and enhance diversity within your executive team in virtually any industry. Executive search firms accomplish this by expanding your potential talent pool and considering qualifications, experience, and compatibility with your organization as the primary criteria for shortlisting candidates, irrespective of their ethnicity, age, gender identity, or sexual orientation.

Connect with world‑class executives
Executive search firms have access to a pool of passive candidates, which can be challenging to recruit. Experienced executives may also not be actively looking for new opportunities, but retained executive search firms can employ persuasive tactics to entice them to consider switching roles.

Keep your business private
Executive search firms prioritize confidentiality when handling executive searches and C-level hiring. This discretion is especially crucial when replacing existing executives or hiring new ones, particularly if you prefer to avoid broadcasting the news to everyone. If you wish to maintain the privacy of your company's affairs, using an executive search firm is the best approach.

First impressions matter
Consider who is talking to highly qualified candidates about your company culture, your hiring process, your company's strategy, its operations, or financial issues. Junior associates are rarely exposed to the details of your company's needs and objectives. You don't want the first impression that potential executives get to be of someone who isn't knowledgeable or at the top of their game.

Experience matters
Our partners don't just find leaders; they tap into their own experience to source the best candidates who align with your vision, ethos, and strategy. At Stanton Chase, our partners also act as real brand ambassadors for clients' businesses, leveraging their deep industry expertise to provide strategic advice beyond the scope of the search project.

Influence and insight matter
Senior partners know how to position the opportunity in the right way and how to provoke executives' interest in the position. Executives know what other executives want. This is important because many executives will disengage from the search process if they feel that the consultant does not have the authority or experience to negotiate with them, potentially causing your company to lose high-end profiles from your talent pool.

Clients should demand that the partners who sell the work also do the work. This ensures that the search process is led by experienced professionals. At Stanton Chase, we believe that you deserve nothing less.