Retained executive search.
Retained search is a dedicated, consultative partnership for your most consequential hires — CFOs, VPs of Finance, and the senior specialists who set the standard for everyone below them. Full commitment, on both sides, from day one.
An exclusive mandate, backed by a retainer — and answered with our full attention.
In a retained engagement, ATG is your sole search partner for the role. A portion of the fee is paid up front, which secures a dedicated commitment: proactive market mapping, direct outreach to passive candidates who aren't on any job board, and a partner personally accountable for the outcome.
It is the right model when a hire is too important to leave to chance — when getting it wrong is far more expensive than the search itself. Exclusivity isn't a constraint; it's what lets us go deeper than a contingent search ever could.
Start a retained searchFour commitments that come only with exclusivity.
Dedicated partner attention
Your search is led personally by the partner — not handed to a junior sourcer. You get one accountable point of contact from kickoff to the 24-month review.
Proactive market mapping
We build a complete picture of the relevant talent market and approach the passive, high-performing candidates who would never respond to a posting.
Confidential handling
Sensitive replacements and pre-announcement hires are managed discreetly. Your search stays off the market and out of the rumor mill.
Accountability that holds
Every retained placement carries a 12 and 24-month review built in. We measure success at the tenure mark, not the start date.
A retained search, step by step.
The disciplined ATG sequence runs the same in every engagement. Retained is where it runs deepest — with proactive sourcing, structured assessment, and a partner present at every stage.
Kick off a searchDiscovery & Alignment
We map the role to your business, team structure, and the profile that will actually succeed here — agreeing on requirements, compensation, and success metrics before sourcing begins.
Targeted Search & Evaluation
We map the market, approach passive candidates directly, and assess for technical depth, industry fit, and leadership. You see a considered shortlist — never a volume dump.
Selection & Placement
We steer interviews, references, and the offer through to acceptance and a clean start — then stay engaged through the 12 and 24-month placement review.
When to choose a retained search.
Not every role warrants a retainer. When the stakes are high and the pool is thin, it's the model that pays for itself. If you're unsure, a short conversation will tell us — and you.
Talk through your roleReady to fill the seat that matters most?
Tell us about the role. We'll tell you honestly whether retained is the right model — and let's start a conversation.
Questions about retained search
What companies ask before committing to an exclusive, retained executive search.
What is the best way to fill a confidential or business-critical finance hire?
What is retained search?
How are retained search fees structured?
When should I use retained search instead of contingent?
Is there a guarantee on a retained placement?
What is it like to be a candidate in a retained search?
Pick the level of commitment that fits the search.
Retained is our deepest engagement — but it isn't the only way to work with us. Every model is led by Tom personally, with the same rigor and calibre of candidates. If a lighter commitment suits this hire better, start there.
Retained Search
Exclusive, staged-fee engagement with dedicated partner attention — for the business-critical hires where a misfire is costly.
Discuss a retained searchEngaged Search
Partial up-front commitment and prioritized attention — urgency without full retained terms, or a way to test the relationship first.
Explore engaged searchContingent Search
Success-fee model with no upfront cost and the same screening standard — best when speed and optionality matter more than exclusivity.
Explore contingent search