Pick Your Next Leaders with Executive Search Solutions

Executive search is a targeted recruitment service for senior leadership positions. It involves understanding a role’s business responsibilities, researching the market, approaching potential candidates, and evaluating their experience against agreed requirements.

Pierpoint combines talent mapping, competitive intelligence, and candidate research to help organizations identify and engage leaders suited to their business goals.

Pierpoint’s published executive placements include Chief Executive Officer, Chief Financial Officer, Chief Operating Officer, Chief Information Officer, Chief Revenue Officer, Executive Director, and Vice President roles across Sales, Marketing, and People.

We also welcome discussions about leadership searches across Product, Engineering, Cybersecurity, Data and AI, Human Resources, Supply Chain, Manufacturing, and Clinical Operations. Depending on your organization, these needs may sit at the chief officer, vice president, or business-unit leadership level.

Each search starts with the position’s responsibilities, business priorities, industry, and location. We work with your team to define the experience and leadership capabilities needed, then determine the appropriate search approach.

Explore the industries Pierpoint serves.

An executive search firm can help when a leadership appointment requires focused market research, discreet outreach, or access to passive candidates who are not actively looking for a position. Common situations include replacing a departing executive, creating a new leadership role, entering a market, or hiring someone to lead organizational change.

Consider the importance of the appointment, the available candidate market, and your internal team’s capacity to conduct the search.

The process begins with understanding the role, business priorities, and requirements for success. Pierpoint uses talent mapping and research to identify potential candidates, develop a targeted pipeline, and engage people with relevant experience.

We coordinate candidate evaluation and presentation with your team, then support the agreed interview and offer process. We establish responsibilities, communication, and feedback expectations for the engagement so both teams understand how the search will progress.

Each service addresses a different hiring requirement:

• Executive Search: Focused recruitment for senior leadership appointments.
• Professional Search: Targeted recruitment for specialist, functional, or management positions.
• Recruitment Process Outsourcing: Management of an agreed recruitment scope for a project or ongoing program.
• Recruiter on Demand: Additional recruiter capacity within a process your organization manages.

Role titles can overlap across companies. The appropriate service depends on the position’s responsibilities and the recruiting support required.

Compare RPO Solutions and Recruiter on Demand.

Pierpoint uses talent mapping, competitive intelligence, and targeted research to identify potential candidates in relevant organizations and markets. Outreach gives those individuals an opportunity to consider the position privately and understand its responsibilities.

A credible conversation requires a clear leadership mandate, realistic compensation, and a compelling explanation of the business opportunity. These details help establish whether a potential candidate has both the qualifications and interest to continue.

Executive candidates should be evaluated against criteria agreed at the start of the search. These may include relevant business results, leadership responsibilities, functional expertise, industry experience, and the ability to address the organization’s priorities.

Pierpoint’s search approach includes candidate assessment and interviews. The engagement should specify the evaluation methods, candidate information presented, and responsibilities for any additional assessments, references, or credential checks. Your organization retains the final hiring decision.

Confidentiality requirements are established before research and outreach begin. We agree on whether the employer can be identified, which information may be shared, who can access candidate materials, and how internal stakeholders will receive updates.

Discuss any sensitive circumstances with Pierpoint when scoping the engagement, including an unannounced replacement or organizational change. The search plan should document the agreed disclosure and communication procedures.

The timeline depends on the role’s complexity, location, compensation, candidate availability, and the number of stakeholders involved in selection. Executive notice periods and relocation requirements can also affect the eventual start date.

Pierpoint works with your team to establish search priorities and milestones. Agree on expectations for candidate presentation, interview feedback, and decision-making, and distinguish the search timeline from the selected executive’s availability to start.

Executive search fees depend on the role, scope, research requirements, locations, and services included. Across the industry, engagements may use retained fees, fixed fees, placement-based fees, or other agreed structures.

Ask Pierpoint to specify the proposed fee arrangement, payment milestones, included services, and any separate expenses. The agreement should also explain exclusivity, scope changes, cancellation, and any applicable replacement provisions.

Request executive search pricing for your leadership hiring needs.

Yes. Pierpoint can collaborate with your internal talent acquisition team and executive stakeholders on a defined search assignment. The engagement should establish who owns candidate outreach, evaluation, scheduling, feedback, and offer discussions.

Technology and reporting arrangements should support that coordination. Discuss your existing systems, access requirements, and preferred communication process during planning so candidate information and search updates reach the appropriate people.

Evaluate a search firm against the appointment you need to make. Ask about:

• Experience with comparable roles, industries, and markets.
• The people who will conduct and lead your search.
• Research methods and access to relevant candidates.
• Candidate evaluation and presentation.
• Confidentiality and potential conflicts of interest.
• Reporting, communication, and escalation.
• Fees, exclusivity, and any replacement provisions.
• Relevant client references and documented search experience.

Use customer stories as a starting point, then ask how the provider’s experience applies to your specific leadership requirement.

Pierpoint combines executive recruitment with talent mapping, competitive intelligence, and compensation benchmarking to help organizations identify and engage leadership candidates. Our published placements span C-suite, Executive Director, and Vice President positions.

We can support a leadership search within a broader talent acquisition relationship when your organization also needs specialist recruiting or ongoing hiring support. Our Magellan Health customer story describes an engagement that included executive search alongside hybrid and project RPO.

Start with the role’s responsibilities, reporting relationships, business priorities, location, and compensation parameters. Clarify what the executive will need to accomplish, which experience is essential, and who will participate in selection.

Share any confidentiality requirements, target dates, or challenges encountered in an earlier search. Pierpoint will use this information to help define the search scope and approach.

Discuss your executive search needs.