What is Executive Search?
Executive search is a retained recruitment method used to identify, assess, and attract senior leadership candidates for board, C-suite, and director-level roles. The method relies on direct approach of passive candidates rather than job advertising, and engagements are exclusive and paid in stages regardless of outcome.
For companies hiring at the top of the organisation, executive search provides access to a defined talent pool that is not reachable through job boards or contingency agencies. Octagon's recruitment services run search mandates across the Netherlands and wider EMEA region for Dutch-headquartered and foreign-parent organisations.
How does Executive Search work?
An executive search mandate begins with a structured briefing that defines the role specification, governance context, cultural profile, and success criteria. The search consultant then maps the relevant talent market, develops a longlist of qualified individuals, and conducts first-round assessments against the agreed competency framework. A shortlist of three to six candidates is presented to the client, typically within six to eight weeks.
The selection process includes structured interviews, leadership assessment, reference checks, and, where relevant, psychometric or case-based evaluation. Final-stage candidates meet the supervisory board or nomination committee, after which the consultant supports offer negotiation and onboarding. A standard mandate runs 10 to 16 weeks and includes a replacement guarantee period.
Who does Executive Search apply to?
Executive search applies to Dutch listed companies hiring non-executive directors under the Corporate Governance Code, to private equity-backed portfolio companies appointing CEOs and CFOs at investment thesis milestones, to scale-ups hiring their first commercial or technology leader, and to foreign multinationals filling regional managing director roles in Amsterdam, Rotterdam, Utrecht, or The Hague.
It is also the preferred route for family businesses professionalising the top team, for structuurregime companies meeting two-tier board requirements, and for organisations in regulated sectors such as banking, insurance, and healthcare where Dutch Central Bank (DNB) fit-and-proper testing applies to senior appointments.
When does Executive Search not apply?
Executive search is not the right model for mid-level professional roles where candidate supply is strong and contingency recruitment delivers sufficient quality at lower cost. It is also inefficient for high-volume hiring, for graduate or early-career roles, and for short-term or interim placements where speed outweighs structured assessment.
For cross-border senior hires, executive search typically runs alongside immigration sponsorship. See HSM visa guide for the sponsored knowledge migrant route. For boards building diversity targets, see board hiring under Dutch corporate governance. Executive search also does not replace internal succession planning, which should run in parallel for critical roles.