Retained Search pricing overview
Head Global uses fixed, upfront pricing based on the level and complexity of the role. This provides cost certainty, removes incentive misalignment, and often results in lower total fees than traditional percentage-based models without compromising quality.
Why Our Pricing Works
Traditional retained firms often charge 25–35% of first-year salary, which can quickly exceed six figures for senior roles.
Head Global’s fixed-fee model is possible, and effective, because of how we operate:
Boutique, senior-led execution. Searches are led by experienced practitioners rather than layered teams, reducing overhead while ensuring higher-quality judgment at every stage.
Focused specialization. We work deeply across roles and contexts rather than running high-volume, generalized searches, allowing for more precise sourcing and assessment.
Relationship-driven sourcing. Long-standing professional networks reduce reliance on expensive databases and broad, inefficient outreach — savings we pass on to clients.
Milestone-based structure. Clear phases and deliverables ensure effort is applied where it creates the most value and keeps incentives aligned around outcomes.
By decoupling fees from salary size, we avoid inflated pricing and unintentional incentive misalignment. Our focus remains on rigor, fit, and long-term success.
Milestone-Based Structure and 365-Day Guarantee
Our retained searches are structured around clear milestones, deliverables, and payments, ensuring accountability and forward momentum throughout the engagement.
To further reduce risk, all retained search engagements include a replacement guarantee, with a 90-day guarantee for all roles and an extended 365-day guarantee for executive and enterprise leadership searches. If a placed candidate exits or does not meet expectations within the first year, Head Global will resume the search at no additional professional fee, subject to agreed terms.
We remain engaged beyond placement, recognizing that the true measure of success is sustained performance, not just offer acceptance.
Not sure where your role fits? In general:
Roles reporting to a Department Head fall within our Professional tier
Roles reporting to the CEO or Executive Team fall within our Functional tier
Roles reporting to the Board or leading the organization fall within our Executive tier
Scope Adjustments: Note that investment may adjust based on geographic complexity, accelerated timelines, highly specialized technical mandates, confidential or sensitive searches, or other factors we discuss with you. We scope every engagement transparently before contracting.
All pricing is confirmed prior to launch and documented clearly in the engagement agreement.
If you are hiring for a critical or hard-to-fill role and want a search partner who combines reach, rigor, transparency, and risk discipline, we’d welcome a conversation. A brief intake discussion allows us to confirm scope, role level, pricing, and search standards clearly and efficiently. Reach out to us to tell us more about your talent acquisition needs.
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