You have one critical role that's been open for 90 days. It's not a volume position you can fill with job boards. It's not entry-level where you have hundreds of applicants. This is a VP-level hire, a specialized clinical position, or a niche technical role where the talent pool is tiny and the cost of a bad hire is massive.
Traditional contingent agencies won't commit the resources needed. Your internal team is maxed out on volume roles. And you can't afford to wait another 90 days. What you need is a Retained Search Sprint: a fixed-fee, time-boxed engagement where a dedicated senior recruiter commits to finding, vetting, and delivering 3-5 interview-ready candidates in 21-30 days, with a guarantee that the role gets filled.
What Is a Retained Search Sprint?
A Retained Search Sprint is a fixed-fee, time-boxed search engagement for a single critical role.
Unlike contingent recruiting (where agencies only get paid if you hire their candidate), retained search means we commit dedicated resources upfront. You pay a fixed fee regardless of final salary, and we don't stop until the role is filled with a 90-day replacement guarantee.
Search Sprints combine the best elements of traditional executive search with modern AI-powered sourcing and a startup-like sprint methodology. You get:
Fixed Fee, Fixed Timeline
$15K-$30K per search depending on role complexity. Clear scope, transparent pricing, 21-30 days to shortlist. No percentage games or salary negotiations.
Dedicated Senior Recruiter
One experienced recruiter owns your search from start to finish. Full accountability, deep market knowledge, no handoffs to junior staff.
Guaranteed Fill
90-day replacement guarantee. If the hire doesn't work out for any reason, we run the search again at no additional cost.
AI-Enhanced Sourcing
Modern AI tools combined with human expertise to identify passive candidates who aren't actively job searching but match your exact requirements.
When to Use a Retained Search Sprint
Search Sprints aren't for every hire. They're designed for situations where the cost of staying vacant or making a bad hire is extremely high. Here's when they make the most sense:
Executive and Senior Leadership Roles
VP-level and above positions where passive candidate sourcing, discretion, and comprehensive vetting are critical. These candidates aren't browsing job boards.
Examples: VP of Engineering, Chief Medical Officer, VP of Sales, Director of Clinical Operations
Specialized/Niche Positions
Roles with extremely limited talent pools, unique skill combinations, or hard-to-find certifications. Generic sourcing doesn't work.
Examples: Interventional Cardiologist, Machine Learning Engineer (healthcare domain), Healthcare Compliance Officer with specific certifications
Mission-Critical Hires
Any role where a bad hire would significantly impact revenue, patient care, product delivery, or team morale. You can't afford to get it wrong.
Examples: Emergency Medicine Physician (patient coverage at risk), Head of Product (launch deadline), CFO (fundraising dependent on hire)
Roles Open 60+ Days with No Progress
If job boards, LinkedIn ads, and contingent agencies haven't produced results in 60+ days, it's time for a different approach with committed resources.
Examples: Any role where you've tried multiple approaches with no qualified candidates in the pipeline
When NOT to Use a Search Sprint:
- →Entry-level or high-volume roles: Job boards and simple sourcing work fine for these
- →Multiple similar roles: A Talent Engine might be more cost-effective for ongoing hiring needs
- →Unclear requirements: You need a solid job description and candidate profile before we can search effectively
Why Contingent Agencies Fail on Critical Roles
If you've tried contingent agencies for senior or specialized roles, you've probably experienced these frustrations:
You're competing for their attention
They work on 20+ searches simultaneously. Your role gets attention only if it's easy to fill or likely to close quickly.
No accountability for timelines
Since they only get paid on placement, there's no incentive to commit resources if the search is challenging.
They recycle the same candidates
Most contingent recruiters submit active job seekers already in their database, not passive candidates matched to your needs.
Zero visibility into the process
You wait weeks for "updates" with no insight into how many candidates were sourced, contacted, or screened.
Retained Search Sprints solve all of this. Fixed fee means we commit the resources upfront. Fixed timeline means you know when to expect candidates. Dedicated recruiter means full accountability. Transparency means weekly updates on exactly what's happening.
The 5-Phase Search Sprint Process
Here's exactly what happens during a Retained Search Sprint, from kickoff to offer acceptance:
Discovery & Strategy (Days 1-3)
Deep-dive consultation and search planning
What Happens:
- Intake Interview: 90-minute consultation covering role responsibilities, must-have vs. nice-to-have qualifications, compensation, culture fit, and success criteria.
- Market Research: Analysis of competitor talent, hiring trends, compensation benchmarks, and realistic timelines for your specific role.
- Search Strategy Document: Detailed targeting plan identifying specific companies, candidate profiles, sourcing channels, and outreach messaging. You approve before we launch.
Deliverable: Approved search strategy document with target companies, candidate personas, and messaging templates. This ensures complete alignment before sourcing begins.
Market Research & Sourcing (Days 4-14)
AI-powered candidate identification and outreach
What Happens:
- AI-Powered Sourcing: Automated search across LinkedIn, GitHub, healthcare databases, and industry-specific talent pools. AI screens thousands of profiles to identify best matches.
- Passive Candidate Outreach: Personalized LinkedIn InMails and emails to candidates who aren't actively looking but match your requirements. Multiple touchpoints over 7-10 days.
- Network Activation: Leverage professional networks, industry contacts, and referral sources to identify hidden candidates.
- Response Management: Track engagement, schedule initial calls, and qualify candidates as they respond.
Metrics: Typical sourcing yields 200-500 identified candidates, 50-100 contacted, 15-25 responsive and interested. You receive weekly updates on these numbers.
Screening & Assessment (Days 15-21)
Comprehensive candidate evaluation
What Happens:
- 45-60 Minute Screening Calls: Your dedicated recruiter conducts in-depth interviews covering technical qualifications, career trajectory, motivations, and culture fit.
- Compensation Alignment: Verify salary expectations, benefits requirements, relocation willingness, and start date availability.
- Reference Checks (Preliminary): Informal back-channel references to validate experience and performance.
- Detailed Candidate Profiles: Build comprehensive write-ups for each qualified candidate including strengths, concerns, and our recommendation.
Output: 8-12 candidates thoroughly screened, narrowed to 3-5 highly qualified finalists with detailed profiles ready for your review.
Presentation & Interviews (Days 22-30)
Candidate shortlist delivery and interview coordination
What Happens:
- Candidate Presentation: Present shortlist of 3-5 candidates with full profiles, our assessment, and rank-order recommendation.
- Interview Scheduling: Coordinate all interview logistics, prep candidates on your organization and interview format, and ensure everyone is aligned.
- Debrief After Each Interview: Gather feedback from both sides, address concerns, and provide coaching as needed.
- Pipeline Management: Keep backup candidates warm while you interview top choices. Fill any gaps if needed.
Timeline Goal: All interviews completed within 7-10 days of shortlist presentation. Most clients identify their top choice by Day 30.
Offer & Close (Days 31-45)
Negotiation, acceptance, and onboarding support
What Happens:
- Offer Strategy: Advise on competitive comp packages, negotiation tactics, and positioning to maximize acceptance.
- Formal Reference Checks: Conduct comprehensive reference checks with former managers and colleagues.
- Negotiation Support: Mediate any gaps between your offer and candidate expectations, advise on concessions, and facilitate agreement.
- Resignation and Transition: Support candidate through notice period, manage counteroffers, and maintain engagement until start date.
- 90-Day Check-Ins: Follow up at 30, 60, and 90 days to ensure smooth integration and address any concerns.
Guarantee: If the hire leaves or is terminated within 90 days for any reason, we relaunch the search at no additional cost.
Real Search Sprint Results
These are actual outcomes from Retained Search Sprints for healthcare and technology organizations:
VP of Engineering, HealthTech Series B
38 DaysChallenge: Role open 4 months, product launch delayed, team losing confidence. Tried 3 contingent agencies with no results.
Solution: Search Sprint targeting VP-level engineering leaders with healthcare domain experience from top-tier tech companies.
Outcome: 5 candidates presented Day 28, final hire from competitor (wasn't actively looking), product launched on time, candidate still in role after 18 months.
Emergency Medicine Physician, Multi-Site Health System
52 DaysChallenge: Critical ER coverage gap, using locum staff at $250/hour, patient satisfaction scores dropping.
Solution: National search for board-certified EM physicians open to relocation, $100K sign-on bonus, permanent position.
Outcome: 4 candidates interviewed, hired physician from out-of-state, locum costs eliminated ($600K annual savings), ER metrics stabilized.
Chief Revenue Officer, Healthcare SaaS
44 DaysChallenge: Series B funded, scaling from $5M to $25M ARR, needed proven CRO with healthcare SaaS experience.
Solution: Executive search targeting CROs from successful healthcare tech companies, passive candidates only.
Outcome: 3 candidates presented, hired from Fortune 500 healthcare IT company, revenue grew 3x in first year under new CRO leadership.
Average Search Sprint Metrics:
Average Time to Shortlist
Average Time to Offer Accept
90-Day Retention Rate
Investment and Pricing Structure
Retained Search Sprints use fixed-fee pricing based on role complexity, not candidate salary. This aligns incentives and prevents salary inflation games.
Typical Fee Ranges
Director-Level Roles
Standard search complexity, regional or national scope
VP-Level Roles
National search, passive candidates, comprehensive vetting
C-Level / Highly Specialized
Executive search, extremely limited talent pool, confidential
What's Included:
Compare to Traditional Contingent:
A VP-level role at $180K salary would cost $36K-$54K (20-30% contingent fee) with zero timeline commitment and no replacement guarantee.
Search Sprint: $22K fixed fee, 21-30 day delivery, 90-day guarantee. You save 40-60% while getting faster results and better service.
How to Launch Your Search Sprint
If you have one critical role that's been open 60+ days or a new position you can't afford to fill slowly, here's what happens next:
Book a 30-Minute Assessment Call
Bring your job description and hiring challenges. We'll assess whether a Search Sprint is the right fit, discuss timeline expectations, and provide a fixed-fee quote.
Discovery Session & Agreement
If we're aligned, we'll schedule a 90-minute discovery call to map the complete search strategy. You'll receive a detailed proposal with scope, timeline, and pricing.
Sprint Kickoff
Once the agreement is signed, your dedicated recruiter begins immediately. You'll receive your first pipeline update within 7 days.
Candidate Delivery
Interview-ready candidates in 21-30 days, with weekly updates along the way. Most clients extend offers by Day 45-60.
Ready to Launch Your Search Sprint?
If you have one urgent role that's mission-critical, specialized, or been open 60+ days with no progress, book a call to discuss whether a Retained Search Sprint is the right solution.
Book a 30-Minute Assessment CallFrequently Asked Questions
What if you don't fill the role?
We commit to presenting 3-5 highly qualified candidates within 21-30 days. If none result in a hire, we continue the search at no additional cost until the role is filled. Our historical fill rate is 94%.
How is this different from traditional executive search firms?
Traditional executive search typically costs $40K-$100K+ for C-suite roles and takes 90-120 days. Search Sprints leverage AI-powered sourcing to accelerate timelines (21-30 days) while maintaining quality. We focus on Director to VP-level roles where traditional firms are too expensive but the role is too important for contingent agencies.
Can you work on multiple roles simultaneously?
Search Sprints are designed for one critical role at a time with dedicated focus. If you have multiple similar roles, a Talent Engine might be more cost-effective. We can discuss the best approach during your assessment call.
What if we're not happy with the candidates?
After presenting the first batch, we review detailed feedback and iterate. We refine targeting, adjust criteria, and continue sourcing until you're satisfied. You're not locked into interviewing anyone you don't want to see.
Do you offer payment plans?
Yes. Standard payment structure is 50% at engagement, 50% upon shortlist delivery. We can discuss alternative arrangements based on your needs.
Stop Waiting for Contingent Agencies to Deliver
If you have one mission-critical role that can't stay vacant another 60 days, a Retained Search Sprint commits the resources you need upfront. Fixed fee, fixed timeline, dedicated recruiter, guaranteed fill.
Schedule Your Assessment Call