You can tell whether an executive search firm is the right partner by looking at three concrete factors: their knowledge of your sector, the quality of their shortlists, and their familiarity with the local market. A firm that simply forwards CVs without deep insight into your organisation and context is not a strategic partner. The questions below will help you make a well-considered choice.
What distinguishes an executive search firm from a standard recruitment agency?
An executive search firm focuses exclusively on senior and leadership positions and uses a proactive, research-driven approach that also targets passive candidates. A standard recruitment agency typically works reactively through job platforms and covers a broader range of roles and levels.
The difference lies not only in the target group but also in the methodology. Where a standard recruitment agency selects candidates from those who apply, an executive search firm actively builds a longlist through networks, sector contacts, and targeted market analysis. This is particularly relevant for positions where discretion matters, the pool of suitable candidates is small, or the impact of a poor hire is significant.
Moreover, an executive search firm invests more time in understanding your organisation, culture, and strategic direction. The result is not a stack of profiles but a carefully considered shortlist of candidates who genuinely match what you are looking for. Companies seeking a specialist partner for recruitment and selection would do well to determine in advance which type of firm best suits their specific needs.
What signals indicate that an executive search firm has genuine sector knowledge?
A firm with real sector knowledge speaks your language without you having to explain everything. They ask sharp questions about the role, understand the challenges in your industry, and can proactively describe candidate profiles without you having to supply every detail.
Concrete signals to watch for:
- They know the relevant players, trends, and challenges in your sector without needing a briefing from you
- They can set realistic expectations about available talent pools and salary ranges
- They ask questions that go beyond the job description, such as about team dynamics, strategic priorities, and cultural fit
- They reference comparable assignments without breaching confidentiality
- They discuss candidates in terms of potential and context, not merely qualifications and years of experience
Sector knowledge is not something a firm claims — it is something you notice in the very first conversation. If you find yourself explaining more than you are receiving in return, that is a clear signal.
How do you assess the quality of a shortlist from an executive search firm?
A high-quality shortlist contains a maximum of three to five candidates, each with a clear motivation for the role and a profile that aligns with both the position requirements and the culture of your organisation. Quality takes precedence over quantity.
When evaluating a shortlist, pay attention to the following:
- Depth of the candidate profiles: Do they go beyond the CV? Do they include insights on motivation, ambitions, and cultural fit?
- Relevance of the selection: Were the candidates genuinely selected based on your criteria, or does it look like a generic search?
- Transparency about the process: Can the firm explain why certain profiles were or were not included?
- Availability and willingness: Have the candidates already been sounded out about the opportunity and confirmed their interest?
A shortlist that forces you to do further filtering has not done its job. A good shortlist saves you time and increases the likelihood of a successful final conversation.
What questions should you ask an executive search firm before working together?
Before starting a collaboration, ask targeted questions that probe working methods, experience, and expectations. This helps you avoid misunderstandings later and lets you assess whether the firm is truly suited to what you need. A professional firm specialising in executive search will be able to answer these questions clearly and transparently.
Useful questions to ask:
- Which senior positions have you filled in our sector over the past two years?
- What does your search process look like in practice, from briefing to shortlist?
- How do you approach passive candidates who are not actively looking?
- How long does it typically take before you can present a shortlist?
- What happens if a placed candidate leaves prematurely?
- Do you work on a retained or contingency basis, and why?
- How do you guarantee discretion, both towards candidates and the wider market?
The answers to these questions give you a concrete picture of how the firm operates and whether their approach matches the complexity of your assignment.
When is a retained search model the better choice?
A retained search model is the better choice when the position is strategically important, the candidate market is limited, or discretion is a requirement. With retained search, you pay part of the fee upfront, which enables the firm to work exclusively and in depth on your assignment.
The retained model is particularly relevant in the following situations:
- You are looking for a C-level or senior leadership profile with a specific combination of competencies
- The position requires the active approach of passive candidates who do not respond to job postings
- Confidentiality is important, for example in a succession scenario or a strategic reorganisation
- You want the firm to be fully focused on your assignment and not simultaneously working for competitors
With a contingency model you only pay upon successful placement, but that model incentivises firms to deliver quickly rather than search thoroughly. For complex or sensitive positions, the investment in retained search typically outweighs the risk of a mismatch.
How do you know whether an executive search firm truly knows the Belgian market?
A firm that genuinely knows the Belgian market understands the specific dynamics of the local talent market: the linguistic complexity, the salary reality per region, the sectoral concentrations, and the importance of personal networks in a relatively small market like Belgium.
Concrete indicators of real market knowledge:
- They know the salary benchmarks for senior profiles in Brussels and Flemish Brabant without you having to provide references
- They understand the linguistic dimension of hiring in Belgium and how it affects the candidate pool
- They have demonstrable experience with assignments in your region or sector
- They have an active network of senior professionals in Belgium, not merely a database
- They can assess which profiles are difficult to find and explain why
Local market knowledge is not a secondary concern in executive search. In a country where personal reputation and networks play a major role, a firm with genuine Belgian roots has a clear advantage over international players without local presence. To stay informed about insights and trends in executive search and leadership hiring in Belgium, you can subscribe to our newsletter.
How we help you find the right executive
At Skill&Will, we combine deep market knowledge with a people-centred approach to help you find the right leader for your organisation. Our executive search services are designed to identify not only the best-qualified candidate but also the best-fitting one. Here is what you can expect from us:
- A thorough briefing process in which we genuinely get to know your organisation, culture, and strategic context
- Active outreach to passive candidates through our network built on 50+ years of combined experience
- A carefully considered shortlist with insightful candidate profiles, not just CVs
- Full discretion throughout the entire search process
- In-depth knowledge of the Belgian market, with a focus on Brussels and Flemish Brabant
- Support beyond the hire, because we believe in long-term partnerships
Would you like to find out whether Skill&Will is the right partner for your next executive hire? Get in touch with us and we will discuss together what your organisation needs.
