How to choose an executive search firm in Australia

Choosing an executive search firm starts with a clearer question: what does your business need its next leader to achieve?

Before comparing firms, define the role, the business context and the outcomes you expect. Then ask each potential partner to explain how they would approach your specific search.

Use these seven questions to guide the conversation.

1. Can they challenge and sharpen the brief?

Ask how the firm would help you define the role before approaching candidates.

What should this leader deliver in the first 12 months? Which capabilities are essential? What support will they have, and what constraints will they inherit?

Look for a partner willing to test your assumptions—not simply accept a job title and start searching.

2. What relevant experience can they demonstrate?

Ask for examples that reflect your business stage, leadership challenge and operating environment.

For a technology business expanding internationally, useful questions might include:

• Have you worked on leadership searches involving a similar expansion challenge?
• What did you learn from those assignments?
• Can you provide a client reference, with permission?
• Where is your experience less directly relevant to our brief?

Ask the firm to explain its contribution rather than relying on a list of client logos.

3. How will they build the candidate pool?

Ask how the firm will identify, approach and assess potential candidates.

Which markets and adjacent sectors would they explore? How would they look beyond familiar networks? What restrictions could prevent them from approaching people at particular companies?

Request an explanation of how they would build a broad candidate pool and assess everyone against consistent, role-relevant criteria.

4. Who will actually run the search?

Establish who will lead the assignment, conduct research, speak with candidates and advise your hiring team.

Ask:

• Who is accountable for delivery?
• How involved will the senior partner remain?
• Who will conduct candidate interviews?
• How often will we receive updates?
• What happens if the search stalls or the brief changes?

Make sure the proposed team and responsibilities are clear before signing.

5. How will they assess candidates against the role?

Ask the firm to connect its assessment process to the outcomes you have defined.

How will it distinguish between a strong interview performance and evidence that someone can do the job? How will it explore leadership judgement, relevant experience and gaps in capability?

If assessments, work samples or references form part of the process, ask what each contributes and how the findings will inform the hiring decision.

6. Are the commercial terms clear?

Request a written explanation of:

• Fees and payment milestones.
• Included services and additional expenses.
• Exclusivity and candidate ownership terms.
• Restrictions on approaching candidates.
• What happens if the role changes or the search stops.
• Any replacement provisions and their conditions.

Compare the scope and responsibilities alongside the price.

7. What happens after the offer is accepted?

Ask where the firm’s involvement ends.

Will it support offer discussions, the candidate’s notice period and the transition into the role? Are post-start check-ins included? Who should you contact if concerns emerge?

Agree on those expectations before the appointment, not afterwards.

Build your shortlist around evidence

Give each shortlisted firm the same brief and ask the same core questions. Compare their understanding of the role, proposed search strategy, assessment approach, delivery team and commercial terms.

The aim is not to find the firm with the strongest presentation. It is to choose a partner whose approach you can understand, question and hold accountable.

Discuss your leadership brief with Think & Grow

Hiring a senior leader? Talk to Think & Grow about the role, the business challenge and what success needs to look like.

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