Executive Search: A Guide to Fees & Choosing the Right Partner
The Landscape of Executive Hiring Today
Leadership hiring is increasingly complex. Companies need leaders with a blend of cultural fit, industry knowledge, and business acumen. Outsourcing to executive search firms helps access hidden talent pools, maintain confidentiality, and ensure a professional, objective search process.
Executive Search Fee Models
Contingency Search: 15% – 25%
Retained Search: 20% – 35%
Flat/Fixed Fee Model: Custom, often preferred for niche roles.
Upraisal offers a unique 9% – 10% model along with a fixed-fee option tailored for executive roles, blending affordability with high-quality search.
Comparative Fee Table – Executive Search Firms (2025)
Firm Name | Fee Range | Special Notes |
Upraisal | 9% – 10% | Global reach; offers fixed-fee model for C-level hiring |
Randstad | 15% – 25% | Global reach; standard contingency fees |
Korn Ferry | 25% – 30% | High-end retained search model |
Robert Half | 20% – 25% | Focuses on finance & tech leadership |
Michael Page | 18% – 25% | Flexible contingent & retained models |
Spencer Stuart | 28% – 33% | Retained search specialist globally |
Egon Zehnder | 25% – 30% | C-suite specialist with global reach |
Why Outsource Executive Search? Outsourcing executive search gives you access to passive talent, ensures confidentiality, and brings headhunting expertise to the table. In today’s competitive market, where niche leadership roles are hard to fill, professional search partners reduce hiring risks and accelerate timelines. Key Considerations When Choosing a Search Firm
Balancing fees, expertise, and approach is essential. Models like Upraisal’s 9% – 10% or fixed-fee options provide flexibility without compromising on quality. | ||
