Expertise — Retained search
A dedicated, staged
search for selected
requirements.
Retained search is a committed, staged search structure for assignments that warrant it. It is chosen for the requirement — not because it is always the better model.
01 Potential use cases
When a staged
search may fit.
Retained search can be appropriate where a role is difficult to define, difficult to reach or important to get right. Whether it is the right model is discussed openly.
- 01Specialist
Specialist roles
Where the required experience is narrow and the people who hold it are unlikely to be actively looking.
- 02Reach
Harder-to-source profiles
Where the relevant market needs to be mapped and approached directly rather than waiting for applications.
- 03Strategic
Strategically important appointments
Where the role has a significant influence on the direction, capability or performance of the organisation.
- 04Leadership
Leadership recruitment
Where the appointment shapes a team or function and requires a considered assessment of experience and fit with the brief.
- 05Discretion
Confidential requirements
Where the search must be conducted discreetly, where appropriate and lawful to do so.
- 06Commitment
Dedicated focus
Where both sides want a defined, committed process with agreed stages and checkpoints.
02 The retained process
Discovery to
appointment.
Seven stages, each with a defined output. Commercial stages are agreed with the employer in advance and are not published.
- 01
Discovery
A detailed briefing on the role, the organisation, the team, the reasons for the appointment and what success should look like. Search parameters and communication are agreed.
OutputDetailed brief & search plan
- 02
Market mapping
Identify the organisations, functions and roles where relevant experience is most likely to exist, and how the opportunity is likely to be received.
OutputA mapped target market
- 03
Search
Approach identified people directly and discreetly, describing the opportunity accurately and exploring potential interest.
OutputDirect approaches
- 04
Assessment
Structured conversations exploring experience, motivation and practicalities against the agreed brief.
OutputAssessed candidate pool
- 05
Shortlist
Present a considered shortlist with role-specific context for each candidate, with their agreement. Market feedback is shared openly.
OutputShortlist with context
- 06
Interview
Coordinate interview stages, preparation and feedback between employer and candidates.
OutputCoordinated process
- 07
Appointment
Support communication through offer and acceptance. The decision to appoint, and the terms of employment, remain the employer’s.
OutputEmployer decision
03Commitment
A shared commitment
to the search.
Retained search is a partnership with defined responsibilities on both sides. Axiom commits to a structured, dedicated search; the employer commits to the brief, to timely feedback and to an interview process that respects candidates’ time.
Market feedback is shared honestly. If the search shows that the brief, compensation or location is out of step with the market, that is raised early so the employer can make an informed decision.
Commercial terms — including how the assignment is staged — are agreed in writing before the search begins. Any rebate or replacement provisions are governed by those agreed terms.
04 Questions
Retained search questions
01Is retained search better than contingent?
Not inherently. Retained search provides a more dedicated, staged structure that suits some requirements. For many clearly defined roles a contingent model is entirely appropriate. The choice is discussed for each requirement.
02How are retained fees structured?
Commercial stages are agreed with the employer in advance of the assignment and are not published on this website.
03Can a retained search be confidential?
Yes, where appropriate. The level of confidentiality and how the opportunity is described to candidates are agreed during discovery, within applicable legal and privacy requirements.
04Does a retained search guarantee an appointment?
No. Retained search provides a committed, structured search. The decision to appoint remains the employer’s, and the outcome depends on the market, the brief and the candidates’ own decisions.
Define the role. Find the alignment.
Is this a requirement
that warrants a staged search?
Talk through the role, the market and the model that fits it.
Considering your next move?First conversation covers
- 01 What the role must deliver
- 02 The requirement and its parameters
- 03 The market you need to reach
- 04 Contingent or retained