Executive & Retained Search
Executive search for the leadership your business needs.
Valley Search Group recruits senior and functional leaders through research, market mapping and direct outreach. Arizona and national searches are structured around the role and its confidentiality requirements.
Discuss a leadership searchBusiness-critical roles.Deliberate market coverage.Discreet communication.
Built around the hiring need
A leadership hire reaches beyond the position.
Leadership hiring carries consequences beyond the position itself. An executive can influence strategy, financial performance, culture, operations, customer relationships, technology, risk and organizational growth.
Valley Search Group supports senior, confidential, specialized and business-critical searches through structured research, market mapping, direct candidate engagement and ongoing search management. The organization’s priorities define the search from the start.
When it makes sense
Some searches need a deeper starting point.
Seniority, confidentiality, limited candidate availability and stakeholder expectations can call for a dedicated and structured search.
- The position is senior or business-critical.
- A replacement, succession or leadership transition is being planned.
- The search requires confidential communication.
- The leadership profile is highly specialized.
- The relevant candidate market extends nationally.
- Stakeholders need structured search management and market feedback.
What we provide
Research, assessment and search management.
The scope is established around your requirement and engagement. Expectations and responsibilities are discussed before work begins.
- 01Organizational discovery and leadership success-profile development
- 02Compensation discussion, market mapping and target-company research
- 03Leadership candidate identification and direct outreach
- 04Candidate assessment, presentation and search progress communication
- 05Stakeholder interviews and reference support where appropriate
- 06Offer development, acceptance and transition communication
The process
Define the leadership need. Then map the market.
- 01
Leadership discovery
Understand the strategy, business stage, leadership structure, organizational challenges and desired outcomes.
- 02
Success profile
Define required experience, leadership capabilities, functional scope, industry background and organizational priorities.
- 03
Market mapping
Identify relevant organizations, industries, geographic markets and prospective leadership candidates.
- 04
Candidate engagement
Approach prospective executives directly and present the opportunity with the agreed level of confidentiality.
- 05
Assessment & presentation
Evaluate leadership experience, business scope, motivation, compensation, geography and alignment with the organization.
- 06
Selection & offer
Support interviews, stakeholder feedback, references where appropriate, offer development, acceptance and transition.
The work in context
Leadership scope shapes the search.
Positions and situations to discuss include the following. The search profile and engagement structure are evaluated individually.
- Chief Executive Officer
- Chief Technology Officer
- Chief Information Officer
- Chief Marketing Officer
- General Counsel
- Vice president and director
- Department and functional leadership
- Confidential replacement and succession
Before the engagement
Establish confidentiality before outreach.
Define which information may be shared, how the organization and opportunity will be presented, who will have access to candidate information and how stakeholders will communicate. Sensitive replacement or succession details can be discussed directly after initial contact.
Areas of expertise
Specialized across business functions.
The position, required experience and engagement model determine the candidate market.
What is the difference between executive search and retained search?
Executive search describes the work of recruiting senior leaders. Retained search describes an engagement structure with an agreed commitment to dedicated search work. They can overlap, but a leadership position does not automatically require a retained arrangement. Scope, fees and payment timing are set in the engagement agreement.
Does every leadership search require a retained engagement?
No. The appropriate structure depends on the position’s seniority, confidentiality, complexity, urgency and the level of dedicated search work required. The engagement model and terms are established directly.
How is the leadership profile developed?
Discovery covers the business need, strategy, reporting relationships, functional scope and desired outcomes. Required experience and leadership capabilities are then defined in the context of the organization.
Can the search extend nationally?
Yes. Market mapping and outreach can include regional or national candidate populations when the required experience, relocation considerations or leadership market calls for broader coverage.
How often are search updates provided?
The communication approach and update cadence are agreed at the beginning of the engagement, based on the search and stakeholder needs. Updates can cover candidate response, market observations and issues affecting progress.
What compensation information is useful at the start?
Share the anticipated base salary, incentive and equity structure where applicable, together with the role’s scope, geography, reporting relationships and relocation expectations.
Let’s define the next step
Which leadership hire comes next?
Tell us the business need, leadership scope, required experience and timing. Confidential details can be discussed directly after initial contact.
Discuss a leadership searchOr call 602-551-6065