Inside the Executive Recruitment Ecosystem: The Tier System Explained
The consultant hierarchy that determines who gets interviews
Welcome to issue #074 of LinkedIn Unlocked. Twice a week, I share practical, unfiltered advice for free to help senior executives land their next role—faster, and without wasting time on strategies that don't work.
I've spent 20 years in the medical devices industry, including 5 at the C-level.
Today, I lead the global life sciences practice at one of the top 10 executive search firms worldwide.
Last month, I watched a brilliant CFO waste six weeks chasing the wrong recruiters.
He had an impressive resume. Twenty years of experience. Led three successful IPOs. Managed teams across four continents.
But he was sending his CV to every "executive recruiter" he could find on LinkedIn.
Generic staffing agencies. Boutique firms that place mid-level managers. Even campus recruiters at Fortune 500 companies.
The result?
Complete silence.
Here's what he didn't understand: Not all recruiters are created equal.
The executive search ecosystem has specific rules, hierarchy, and protocols that most executives never learn.
And if you don't understand how this world works, you'll waste months targeting people who can't help you.
The Executive Search Hierarchy You Need to Know
The recruitment world has clear tiers. Get this wrong, and you're dead in the water.
Tier 1: Global Executive Search Firms
These are the big players: Korn Ferry, Heidrick & Struggles, Russell Reynolds, Spencer Stuart, Egon Zehnder.
They handle C-suite and senior VP roles exclusively.
Average search fee: $150K-$500K per placement.
If you're targeting executive roles, these firms should be 80% of your focus.
Tier 2: Boutique Executive Search
Smaller firms, usually 50-200 consultants, specializing in specific industries or functions.
They handle VP-level and above, often with deeper sector expertise than the global firms.
These can be goldmines if they match your niche perfectly.
Tier 3: Retained Search (Mid-Market)
Handle director to VP-level roles in mid-market companies.
Good for executives stepping up or moving laterally, but limited C-suite work.
What to Avoid: Contingency Recruiters
These firms get paid only when they place someone.
They focus on volume, not quality. They're hunting for active job seekers, not passive executives.
If a recruiter asks for your salary expectations in the first message, run.
🧠 If you want to speed up your job search book a strategy call with me here →
Inside Each Firm: Who Actually Matters
This is where most executives get it completely wrong.
They message anyone with "Executive Search" in their title, not understanding the internal hierarchy.
Partners / Managing Directors / (Senior) Client Partners / Practice Leaders
These are the senior rainmakers who bring in clients and lead major searches.
They rarely respond to cold outreach unless you're a perfect fit for an active search.
Don't waste time here unless you're introduced through a mutual connection.
Principal Consultants / Directors
The workhorses of executive search.
They run 8-12 searches per year, manage client relationships, and conduct final interviews.
This is your sweet spot for outreach. They have real authority but are still accessible.
Associates / Engegement Managers / Delivery Leads
Execute searches under senior direction.
They build long lists, conduct initial interviews, and write candidate profiles.
Great for building relationships, but limited decision-making power.
Researchers
Map markets, identify candidates, and conduct initial screening.
Often your first point of contact, but they don't influence final decisions.
Be polite, but don't invest heavy time here.
The Smart Approach: Quality Over Quantity
Here's exactly how to identify the right targets:
Step 1: Find the Right Firms
Go to major search firm websites. Look for practice areas that match your function and industry.
If you're a pharma CFO, find the "Life Sciences CFO Practice" leader, not just anyone in life sciences.
Step 2: Identify the Right Level
Target Principal Consultants and Directors first.
They're senior enough to make decisions but junior enough to be responsive.
Step 3: Research Their Background
Read their bio carefully. Look for:
Previous industry experience that matches yours
Recent search completions in your target role
Geographic focus that aligns with your preferences
Step 4: Check Their Activity
If they haven't completed a search in your space recently, they might not be the right contact.
Search firms track consultant productivity religiously.
The Outreach Strategy That Actually Works
Stop sending your resume attached to desperate messages.
Here's the approach that gets responses:
Subject: Brief Industry Perspective
Hi [Name],
I'd appreciate 15 minutes to exchange insights about [specific industry trend] and discuss my background in [your expertise area].
Given your work in [their specialty], I'd value your market perspective.
Available for a call next week?
Best regards, [Your name]
Why this works:
No attachment screams "I need help"
You're offering value (industry insights)
It's specific to their expertise
You're asking for advice, not a job
The Reality Check
Most executives waste months because they don't understand this ecosystem.
They spray and pray instead of being surgical.
The CFO I mentioned? Once he understood these rules, he targeted 12 specific consultants at 6 firms.
Result: 3 responses in the first week. 2 interviews within a month. 1 offer that increased his compensation by almost 40%.
Same person. Same background. Different strategy.
🧠 If you want to speed up your job search book a strategy call with me here →
Your Action Plan
Identify 20 search firms with practices in your sector
Find 3-5 Principal Consultants at each firm who match your profile
Research their recent placements to confirm relevance
Send targeted messages offering industry insights, not asking for help
Follow up professionally but don't be pushy
The executive search world has rules. Learn them, and you'll cut months off your search.
Ignore them, and you'll keep wondering why your phone stays silent.
Till next time,
Kristof
Want to get calls from headhunters and be presented with hidden opportunities? Check out my LinkedIn Optimization for Executives course for the insider strategies that get you found.