Frequently asked
Executive search questions, answered for employers.
Choosing the right approach, understanding the market and knowing what to expect from your search partner. Practical answers for organisations making executive and specialist appointments.
What is executive search, and how is it different from recruitment?
Executive search is a research-led approach to recruitment, typically used for senior, specialist or hard-to-fill appointments. It involves deliberately identifying and approaching suitable people, rather than relying primarily on applications.
At Cleverain, we start by understanding what the person needs to achieve. We then map the market, engage potential candidates and assess their experience against those requirements. We consider both active applicants and people who were not planning a move.
Recruitment can also involve headhunting. What matters is the depth of the search, the quality of the assessment and who takes responsibility for delivering it.
When should we use executive search instead of advertising the role?
Search is worth considering when you need specialist experience, a broader candidate pool or discretion around an appointment. It is also useful when advertising has attracted applications but not the people you need, or when a regional location requires a more deliberate approach.
You do not always have to choose one or the other. Advertising can support a targeted search and may form part of your organisation’s recruitment requirements.
We will discuss the role, market, budget and consequences of leaving the position unfilled before recommending an approach. Not every vacancy needs a full executive search.
What is the difference between retained and contingency search?
With retained search, you commission a defined assignment, usually on an exclusive basis, with fees payable in stages. You are paying for the agreed search work, not solely for a successful placement.
Under a contingency arrangement, the placement fee becomes payable when the agreed hiring outcome occurs. Exclusivity and any separate charges depend on the agreement.
The fee model alone does not determine the quality of the work. Before engaging Cleverain, you will understand the search scope, fees, responsibilities and payment milestones, including what happens if the brief changes or the assignment ends.
Can you run a search confidentially?
Yes. Before approaching the market, we agree who needs to know about the search, what information can be shared and when your organisation’s identity can be disclosed.
Where appropriate, we use direct approaches without public advertising and ask candidates to sign a confidentiality agreement before receiving sensitive details. We also discuss any advertising or disclosure requirements that apply to your organisation.
Candidate confidentiality matters equally. We obtain separate written authority before sharing a candidate’s identity or profile with you. Signing a confidentiality agreement is not permission to be put forward.
How do you find people who are not looking for a job?
We research where the relevant experience exists, then approach people directly. That includes professional networks, referrals, industry research and market mapping and people whose experience may transfer from another sector.
Our existing relationships are a starting point, not the limit of the search.
The approach matters as much as finding a name. We explain why the opportunity could be relevant, understand what would make a move worthwhile and give people enough information to consider it seriously. Someone being well qualified does not automatically mean they are interested or available.
How do you assess someone beyond their CV?
We ask candidates to explain what they have actually done, the decisions they made, the challenges they faced, their personal contribution and the outcomes they delivered.
Assessment is guided by criteria agreed with you, covering the role’s requirements, leadership expectations and operating environment. We explore judgement, motivation, stakeholder relationships and transferable experience, rather than relying on job titles or an impressive interview.
Structured interviews, agreed reference checks and, where appropriate, role-specific exercises or specialist assessments help build that picture. Our recommendations explain both a candidate’s strengths and any questions that need further examination.
Do you recruit outside Brisbane?
Yes. Cleverain is headquartered in Queensland with offices in Brisbane and Bangalow, NSW. We work with organisations across Australia, including regional communities. We can extend searches nationally where the appointment requires it.
The search area should reflect where the right experience is likely to be found, not simply where the role is based.
For regional appointments, we consider local talent alongside people interested in relocating. We discuss location, working arrangements and the reasons someone would make the move, rather than assuming professional suitability alone will make an appointment work.
What is talent mapping, and why would we pay for it before hiring?
Talent mapping gives you a clearer view of the available market before committing to an appointment. It identifies where relevant experience sits, potential candidates and options you may not have considered.
It can help with succession planning, a proposed restructure or testing whether your expectations around experience, location and remuneration are realistic.
The scope matters. Research can identify potential suitability; direct conversations are needed to establish interest, availability and salary expectations. We agree what you need to learn and what the work will deliver, so you are paying for useful information rather than a list of names.
Can you help with board and advisory appointments?
Yes. We begin with the organisation’s direction and the experience the board or advisory group needs to add.
For board appointments, that includes governance judgement, independence where required, potential conflicts, time commitments and the ability to contribute constructively alongside other directors. Advisory appointments may call for more specific commercial, technical or sector expertise.
Cleverain’s experience across recruitment, business ownership, investment and commercialisation helps us understand those differences. We look beyond familiar names to identify people who can make a relevant contribution, while supporting the organisation’s own appointment and approval process.
We are not certain we need to hire. Can you help us work that out?
Yes. You do not need a finished position description to speak with us.
We will help clarify the outcome you need, what is preventing it and whether the gap calls for a permanent appointment, interim support, specialist expertise or a change to how the work is organised.
Our broader work across Technology, Money, Business Backbone and Marketplace gives us a useful perspective on those questions. Where another specialist’s input is needed, we will say so. The starting point is what your organisation needs to achieve, not assuming another hire is the answer.
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Have an appointment in mind?
Tell us what the role needs to achieve and where you need help. We’ll talk through the market, the options and how a search could work.