Question 1

What is retained critical hire search?

Accepted Answer

Retained critical hire search is a recruitment model where a company pays a search firm an upfront fee to exclusively find and assess candidates for a senior leadership role. Unlike contingency recruitment, the firm works on one mandate at a time with a structured research process, typically targeting passive candidates who aren't actively job hunting. Retained searches are standard for roles at director level and above, where confidentiality, candidate quality, and market mapping matter most.

Question 2

How long does a critical hire search take?

Accepted Answer

Most retained critical hire searches close within 6 to 8 weeks from initial briefing to accepted offer. The first 2 to 3 weeks focus on market mapping and candidate identification, weeks 3 to 5 on interviews and shortlist presentation, and weeks 5 to 8 on final interviews, referencing, and offer negotiation. Complex leadership mandates, particularly cross-border or niche technical roles, may take 10 to 12 weeks.

Question 3

What does the retained fee cover?

Accepted Answer

The retained fee covers dedicated research, candidate identification, qualification interviews, psychometric or competency assessment, shortlist presentation, offer negotiation support, and a post-placement guarantee (typically 6 to 12 months). Fees are usually structured as one-third upfront, one-third at shortlist, and one-third on placement, calculated as a percentage of the role's total first-year compensation, typically 25 to 33%.

Question 4

What is the difference between retained and contingency recruitment?

Accepted Answer

In contingency recruitment, the recruiter is only paid if they successfully place a candidate, and the role is often worked on by multiple agencies simultaneously. In retained search, the client pays an exclusive upfront fee for a dedicated, research-led process with a single firm. Retained search is used for senior, confidential, or hard-to-fill roles where a structured methodology and market exclusivity deliver higher-quality outcomes than a speed-to-submit model.

Question 5

How many candidates will I see on a shortlist?

Accepted Answer

A retained critical hire search shortlist typically contains 3 to 5 candidates. Each candidate has been through a structured qualification process including competency interviews, reference checks, and motivation assessment before being presented. The shortlist is intentionally small. Presenting 10+ candidates signals insufficient filtering, not thoroughness.

Question 6

What industries does MITREC specialise in?

Accepted Answer

MITREC specialises in manufacturing, MES (manufacturing execution systems), industrial automation, digital manufacturing, and supply chain leadership. Typical clients are manufacturers, industrial software companies, system integrators, and OEMs hiring at director level and above across operations, engineering, IT/OT, quality, and supply chain functions. Search mandates span Europe, the Middle East, and North America.

Question 7

What happens if a placement doesn't work out?

Accepted Answer

Retained search engagements include a replacement guarantee, typically covering the first 6 to 12 months of employment. If the placed candidate leaves or is terminated within that period, the search firm re-runs the search at no additional professional fee. The client only covers direct costs. This guarantee reflects the firm's confidence in its assessment methodology and incentivises thorough candidate evaluation upfront.

Question 8

What salary range do your searches typically cover?

Accepted Answer

MITREC's retained searches typically cover roles with total compensation between $150,000 and $400,000+ (USD equivalent; €/£ ranges on request), including base salary, bonus, and benefits. At director level in manufacturing, base salaries usually range from $150,000 to $220,000. VP and C-suite roles in MES, digital manufacturing, and supply chain leadership commonly range from $250,000 to $400,000+ depending on geography, company size, and scope.

This is exactly how a critical hire gets made in 42 days.

Which search do you need?

The seat is empty. The programme is moving. You need the right person now.

This hire will shape your business for the next five years. It needs to be right.

42 days. Five stages. Zero surprises.

Project Kick Off

Research & Mapping

Assessment & Interviews

Weekly Steering

Offer Management

Project Kick Off

Research & Mapping

Assessment & Interviews

Weekly Steering

Offer Management

Three markets. One specialism.

Software Vendors

System Integrators

Manufacturers

The proof is in the placement.

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