Not all HR search firms are equal. Most are not even HR search firms.
Before you sign an engagement letter, ask these ten questions. The answers will tell you whether you are hiring a specialist or a generalist who agreed to “take a look” at your HR search.
1. What percentage of your searches are in HR leadership?
A firm that places CHROs, VP HRs, and HR Directors as 80%+ of its practice knows the talent market differently than a firm that does one HR search per year. HR specialization means faster candidate identification, deeper networks, and better evaluation.
2. How do you access passive HR candidates?
The ideal candidate is not on a job board. Ask for the specific method: market mapping, professional network outreach, warm introductions, targeted communication. If the answer is “we post to our network” or “LinkedIn InMail,” that is active sourcing — not passive candidate access.
3. What is your evaluation framework for HR leaders?
If the answer is “we interview them and check references,” that is not a framework. A structured evaluation framework assesses business acumen, talent judgment, executive courage, and scalability — using specific questions tied to specific dimensions.
4. Who runs the search day-to-day?
Many firms sell the senior partner and staff the search with junior associates. Ask who will be on the phone with candidates, who will evaluate them, and who will present the shortlist. Get names.
5. How many HR leadership searches are you running right now?
A firm running 20 to 30 HR leadership searches simultaneously cannot give any one of them the attention it deserves. A firm running 5 to 10 with a dedicated team can.
6. What is your guarantee?
Specific terms are essential: duration, conditions, and replacement process. Twelve months with a full no-fee replacement search is the standard for retained executive search.
7. How do you handle confidentiality?
If you are replacing an incumbent or testing the market quietly, confidentiality is non-negotiable. Ask how the firm manages the process without alerting the market — and how it approaches candidates discreetly.
8. What is the payment schedule?
Retained search typically bills one-third at engagement, one-third at shortlist, and one-third at acceptance or start date. Understand the schedule and what each milestone represents.
9. What happens if the search stalls?
Searches stall for many reasons: unrealistic compensation, shifting requirements, slow decision-making. Ask how the firm diagnoses and resolves stalls — and at what point they will have a direct conversation with you about what needs to change.
10. Can you show me three HR placements who are still in the role after 3+ years?
This is the question that separates search firms from staffing agencies. An HR leadership placement that stays and performs for 3, 5, or 7 years is the evidence. If the firm cannot produce three examples, the model is transactional — not relationship-driven.
One question firms ask you that reveals everything
If the first question a firm asks is “what is the job description?” they are filling a requisition. If the first question is “what does success look like in 12 months?” they are conducting a search.
The difference shows up in the results.
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