Executive Search

Using research to help you identify and attract the best talent globally.

Executive Search Solutions

Research Partners provide our clients with a fresh approach from using a traditional search firm or agency. If you want to take a different approach to finding high-performing people, who can transform your business – Research Partners can help. Our unique pricing model means you pay on a cost per time basis, for our recruiters to seamlessly integrate with your inhouse talent team. We don’t charge any commission. Our main focus is delivering top quality with a transparent pricing model at lower cost.

A Dedicated Team

Executive Level or Senior Management searches will require a focused and time intensive approach that is not always possible for internal talent teams to dedicate, due to their workload. Quite often our searches are global and require local market knowledge that we can pull together from our geographically dispersed team in Europe, North America and Asia.

The difference between a good business and a great business is its people.

Partnering for Success

Our recruiters will partner with your inhouse talent team, and provide a cost effective solution with a reduced time to hire. Our clients usually access the active and passive candidate channels through advertising and online communities such as Linkedin. Although we can also execute this, Research Partners typically use an integrated approach of uncovering the growing number of non actitve candidates that are not visible in the market, together with those looking for their next opportunity. We customise our delivery to suit each requirement and we can add components of our service to increase your capability as needed. Although standard elements include identification, candidate approach and attraction, we can also assist with scheduling and candidate management through to offer management.

What Our Clients Say

Unlike many vendors, Research Partners are always honest about the projects that are within their capabilities to deliver. I find their integrity refreshing, and believe it's one of the things that really sets them apart.- VP Talent Acquisition, Tier 1 Online Firm
I was very impressed with the diligent process that Research Partners undertook in delivering various market intelligence and search campaigns. I truly felt that they listened, verified my requirements, kept me informed, introduced me to some terrific candidates and became a true partner.- VP EMEA Recruitment, Tier 1 Software Company
On all occasions that I have worked with them, both the recruitment team and hiring managers feel that the team at Research Partners understand our very specific needs and introduced solid candidates that fit the profile in terms of skill set and cultural fit.- EMEA Recruiter, Online Fortune 500 Company
Above all Natalie and Heidi are both extremely personable as well as professional and will stretch themselves to adapt to a client’s changing landscape during the talent mapping and executive search process. Research Partners will continue to be my go-to firm on critical and difficult appointments where a knowledge of the industry and its key players are required.- Head of Senior Level Recruitment, Consulting Firm
Research Partners is a high quality Executive Search firm that stands out for three main reasons. Firstly, its consultants have real interest in their clients. Natalie and her team are well known to the company, and have taken the time to really understand our business and our culture. Secondly, they have a global network of consultants in Europe, Asia and the US, and experience that has enabled us to use them successfully for both national searches in the UK but also internationally in regions such as South Africa, Czech Republic and Portugal as well as Western Europe when necessary.- Head of Talent Acquisition, EMEA-R, Tier 1 Internet Company
Engaging Research Partners means working with an honest partner that has complete involvement with the search delivery process from talent mapping, top talent name identification, screening and ranking candidates. I fully endorse their capability.- Managing Director, Consulting Firm

Our Delivery Process

Upon review of your business goals and assessment of your current recruitment process, we’ll customise a delivery strategy with all key components tailored to your needs. A Senior Account Manager will oversee the successful delivery of your project. We believe that success is determined by regular and open communication, together with regular reporting, where we will discuss the search status and any market and brand feedback.

The Four Stages of Executive Search

Stage One – The Brief

We will take a detailed brief that will cover key aspects of the role and person profile. During this phase, we will confirm the target organisations and market to be researched, together with the ideal person profile and essential criteria that is needed for the role.

Stage Two – Desk Based Research – Market Mapping

From here, we start our desk research process that will cover a thorough examination of the market and the top talent within the specified companies and segments. We use a variety of desk based tools during this phase, and where needed, we compliment this with initial phone research to verify key information. The output is a market map of candidates with names, job titles and contact details, but does not yet involve any candidate engagement at this stage.

Stage Three – Engagement

We will begin outreach to engage each individual candidate to your business. During each approach, we will proactively market your brand, company and opportunity. Our experienced recruiters will build a good rapport with each and every individual, whilst uncovering more about their skills and motivations. During our screening process, we will build a talent profile of each candidate, which we will use to deliver our final short list. CVs will be submitted with detailed consultant notes that cover the overall career background, skills profile against pre-determined criteria, motivations, salary and openness to relocate, if relevant. CVs are usually drip fed to the business and can be introduced as early as week two into the search.

Stage Four – Handover And Talent Management

After the approach phase of the project is complete, we will be in a position to assess the market and deliver our final short list. Each candidate is discussed with the internal talent team and submitted for review. We will agree the best way to hand over the candidates and make initial introductions where relevant. A great candidate experience is important to us and we can also provide other components of support, if required to help with interview scheduling, regular feedback to the candidate throughout the process and offer management.