What is the primary difference between Retained and Contingent search?

Retained search is a dedicated research mandate where you commission a bespoke mapping of the entire national market. It is a proactive headhunting process, whereas contingent recruitment is a success-only model.

Why should a business in London or the UK use Retained Search?

It is the only methodology that guarantees access to the passive market—high performers who represent the top 1% of the talent pool and are not visible on job boards.

How long does a Retained Search typically take to complete?

A standard board-level mandate in London and the UK takes between 8 and 12 weeks from initial briefing through to the successful offer stage.

How are the fees structured for a retained mandate?

Fees are typically split into three equal instalments: the engagement fee to start research, the shortlist fee upon presentation of vetted candidates, and the completion fee.

What happens if a retained candidate leaves shortly after joining?

We maintain a 98% completion rate and offer a robust replacement guarantee on all retained mandates to ensure our clients' interests are protected.

How do you verify the technical skills of senior finance leaders?

Every candidate is vetted against Official professional accounting standards and current FRC reporting requirements to ensure absolute technical competency.

Retained Search

To secure elite, board-level finance leadership, organisations require a recruitment model built on partnership, deep-rooted research, and absolute commitment. A Retained Search with Harper May represents our most comprehensive offering, providing a dedicated resource framework designed to identify and attract the top 1% of talent across London and the UK. This is a premium service for firms where the "cost of a bad hire" far outweighs the investment in an exhaustive, headhunted search.

Start the Conversation with our specialist consultants today to explore how our retained framework can secure the visionary leadership your board requires.

The Strategic Architecture of Retained Search

Unlike contingent recruitment, which often relies on active job seekers, a Retained Search is a proactive, market-mapping exercise. By retaining Harper May, you are commissioning a bespoke research project. We map the entire national landscape to engage passive high-performers who are not visible on traditional job boards. For organisations in London and the UK, this rigorous methodology is the gold standard for securing transformational CFOs and Finance Directors.

The commitment of a retainer allows our team to dedicate hundreds of hours to your mandate. We act as an extension of your board, protecting your brand while delivering a sophisticated narrative to the market. This is not a "race to submit" CVs; it is a meticulous process of elimination to find the single individual whose commercial maturity aligns with your corporate lifecycle. By utilising a Strategic CFO executive search through CFO Recruitment, we provide access to an exclusive network of deal-hardened leaders who possess the commercial maturity to drive operational alpha.

Phase 1: Strategic Briefing and Market Context

The foundation of a successful Retained Search is a comprehensive briefing. We do not simply look at a job description; we analyse your company's three-year roadmap, its debt structure, and its cultural nuances. Whether you are a private equity-backed firm in London or a heritage wholesale brand in the UK regions, we define a "success profile" that aligns with your specific corporate growth levers.

This phase includes a detailed analysis of National financial market data from the Office for National Statistics to ensure your role is positioned competitively. We benchmark salaries against current UK inflation and sector-specific demand, ensuring that your offer is robust enough to attract top-tier talent without overextending your budget. By understanding the macro-economic pressures facing your sector, we can identify candidates with the specific resilience required to lead your finance function through volatility.

Contact executive search team today to discuss your leadership requirements. Start the Conversation and let us find the executive talent that will define your organisation's future.

Phase 2: National Mapping and Research Intensity

A Retained Search is defined by its research intensity. We conduct exhaustive mapping across London and the UK, identifying every individual currently holding a similar position in your peer group. This "no stone left unturned" approach ensures that when we present a shortlist, you can be certain it contains the best possible talent, not just the best "available" talent on the market.

Our research is technically grounded. Every candidate identified is vetted against Official professional accounting standards to ensure technical mastery. We verify credentials and specialise in identifying those who hold ICAEW specialist certificates. This ensures that the leadership we present is technically flawless and capable of maintaining the highest levels of fiscal integrity in an increasingly regulated British market.

Phase 3: The Deliverable—Market Intelligence and Vetting

One of the key differences in the Harper May retained model is the provision of a Market Intelligence Report. This document provides the board with a transparent view of the search progress, including a map of target companies, an analysis of current market sentiment toward your brand, and a breakdown of candidate motivations across London and the UK.

The vetting process is the most rigorous in the industry. Candidates undergo multiple rounds of behavioural interviews, psychometric evaluation, and technical deep-dives. We evaluate their ability to manage complex Official UK reporting standards as defined by the Financial Reporting Council (FRC), protecting your organisation from regulatory risk. By the time you View professional finance talent through our final shortlist, every individual has been benchmarked against a proprietary scorecard that evaluates "Strategic Foresight," "Operational Grit," and "Cultural Synergy." View professional finance talent to understand the current standard of excellence we deliver.

The Economic Impact: Mitigating the Cost of a Bad Hire

In London and the UK, the cost of a failed executive hire is estimated to be at least five times the individual’s annual salary. A Retained Search is an insurance policy against this outcome. Our Operational FD executive search via Finance Director Recruitment focuses on leaders who transform finance functions into value-adding engines rather than just cost centres.

By integrating Financial planning leadership search via Head of FP&A Recruitment, we ensure your board has access to predictive intelligence that prevents costly financial errors. Furthermore, for firms in transition, we provide Part-time strategic finance search solutions through Fractional CFO Recruitment, ensuring stability and operational continuity while the permanent search is conducted.

The Psychology of the Passive Candidate

Securing the top 1% of talent in London and the UK requires a sophisticated approach to engagement. High-performing finance leaders are rarely looking at job boards; they are focused on their current roles. Engaging them requires a search partner who can articulate a compelling "narrative of opportunity." In a retained mandate, Harper May acts as your brand ambassador, conducting discreet, high-level outreach that respects the candidate's professional standing while highlighting the strategic value of your vacancy.

This process involves understanding the "push and pull" factors—why a successful CFO would consider moving from an established FTSE entity to a scaling private equity-backed venture. We manage the entire candidate experience, from the first "cold" outreach to the final salary negotiation, ensuring that the momentum of the search is maintained and that your preferred candidate remains engaged throughout the process.

Our Proven Track Record in Retained Mandates

Harper May maintains a 98% completion rate on all retained searches. This success is built on a foundation of data-driven research and a "partner-led" approach where our senior consultants manage every step of the process. We have successfully secured leaders for businesses facing diverse challenges, from post-merger integration to distressed turnaround scenarios across the UK.

PE-Backed Industrial Exit: Placed a CFO for a national wholesaler who led a successful trade sale, achieving a 5x return for shareholders.
London Tech Turnaround: Secured a Finance Director who overhauled the control environment, achieving a clean audit after years of qualifications.
National Scale-up: Recruited a Head of FP&A for a high-growth retail group, reducing budgeting cycles by 40%.

Verified executive placement results from our retained portfolio are available for review on our View our Recent Case Studies page.

Start the Conversation with our specialist team to explore how our retained finance hiring solutions can support your business goals.

Frequently Asked Questions

What is the primary difference between Retained and Contingent search? Retained search is a dedicated research mandate where you commission a bespoke mapping of the entire national market. It is a proactive headhunting process, whereas contingent recruitment is a success-only model that typically relies on active job seekers.
Why should a business in London or the UK use Retained Search? It is the only methodology that guarantees access to the "passive" market—high performers who represent the top 1% of the talent pool and are not visible on job boards or LinkedIn "Open to Work" filters.
How long does a Retained Search typically take to complete? A standard board-level mandate in London and the UK takes between 8 and 12 weeks. This includes the initial mapping phase, discreet engagement, multi-stage vetting, and the final shortlist presentation.
How are the fees structured for a retained mandate? Fees are typically split into three equal instalments: the engagement fee (to start research), the shortlist fee (upon presentation of vetted candidates), and the completion fee (upon the candidate starting).
What happens if a retained candidate leaves shortly after joining? While we maintain a 98% success rate, we provide a robust replacement guarantee on all retained mandates. If the hire does not work out within an agreed period, we will re-run the search at no additional cost.
How do you verify the technical skills of senior finance leaders? Every candidate is vetted against Official professional accounting standards and current FRC reporting requirements. We specifically look for ICAEW specialist certificates to ensure the highest level of technical competency.