We offer two engagement structures designed to match different organizational needs and search types. Our preference — and our highest-performing model — is retained search. But we recognize that's not always the right fit, and we offer contingent search for select mandates.
Full commitment from both sides — we dedicate our resources, and you have our undivided focus on your search from day one.
A senior Gratus principal leads your search personally, with full team support, from brief to close.
We go to the market immediately and systematically — not waiting for inbound applications.
Structured updates on sourcing activity, candidate pipeline, and market intelligence throughout.
We manage how your search is presented to the market — protecting sensitive information throughout.
If the placed candidate leaves within the guarantee period, we conduct a replacement search at no additional fee.
We will not recruit from your organization for a defined period post-engagement.
No upfront fee — you pay only upon successful placement. Available for select role types and established client relationships.
Fee is paid only when we successfully place a candidate in your role.
Access to the same network and screening rigor as our retained work.
Works best for clearly-scoped, near-market roles with competitive compensation.
For roles we recruit frequently, we often have qualified candidates already in our pipeline.
Contingent searches are accepted selectively based on role type, market conditions, and relationship history.
| Feature | Retained | Contingent |
|---|---|---|
| Upfront fee required | ✓ | ✗ |
| Dedicated search team | ✓ | Shared |
| Proactive market mapping | ✓ | Limited |
| Weekly progress updates | ✓ | ✗ |
| Confidential market approach | ✓ | Best effort |
| Placement guarantee | ✓ | ✗ |
| Off-limits protections | ✓ | ✗ |
| Best for senior / confidential roles | ✓ | ✗ |
| Fee paid on placement only | ✗ | ✓ |
Not sure which model is right? In our experience, retained search consistently outperforms contingent for senior, confidential, or hard-to-fill roles. We're happy to share our perspective on your specific search during an initial conversation — with no obligation.
Executive search fees are typically structured as a percentage of the placed candidate's first-year total compensation, billed in installments (at engagement, midpoint, and placement). Specific fee structures vary by search type and are discussed during our initial consultation. We're transparent about fees upfront and don't surprise clients at offer stage.
Most of our retained searches from kickoff to accepted offer run 6–10 weeks. Timeline depends on the complexity of the role, the depth of the candidate market, and client-side availability for interviews. We share realistic timelines during onboarding and communicate proactively if anything changes.
On retained engagements, if a placed candidate voluntarily departs within the guarantee period (typically 90 days), we conduct a replacement search at no additional professional fee. Terms are outlined in our engagement agreement.
We're selective about contingent engagements. We consider them for clearly-defined, near-market roles with clients we have an established relationship with or where the role is a strong fit for our network. We don't take contingent mandates where we don't believe we can genuinely add value — it's not worth anyone's time.
Yes — it's not uncommon for clients to start with a contingent search and convert to retained when the role proves harder to fill or requires a more dedicated effort. We can have that conversation at any point.
Tell us about the role and we'll recommend the right model and give you a realistic read on the market.
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