What is executive search — and how does it differ from regular recruitment?
"Executive search" and "recruitment" are often used interchangeably, but in practice they are two different approaches to finding the right person for a role.
Regular recruitment usually starts with a job advertisement: candidates apply themselves, and the recruiter selects from those who express interest. This works well for roles where there is a broad, active candidate market.
Executive search turns the process around. Instead of waiting for applications, the market is mapped actively — often focusing on people who are not actively looking for a new job, but who have exactly the competence and experience the role requires. This is particularly relevant for senior leadership positions, specialist roles and board appointments, where the most relevant candidates rarely respond to advertisements.
The process starts with a thorough requirement specification in collaboration with the client: what competence, experience and cultural fit are needed? Then a targeted, confidential search is carried out, often through industry networks and direct contact. Candidates are assessed in a structured way — often supplemented by certified assessment tools — before being presented to the client.
The difference is therefore not just about method, but about which part of the market you reach. Executive search opens the door to the part of the candidate market that would never have seen the advertisement in the first place.