Model comparison
Saiyō vs traditional executive search firms: the leadership hire, and what comes after it
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The short answer
Traditional executive search firms run retained searches for senior hires, usually priced as a share of first-year compensation. Saiyō Executive Search is also retained and partner-led, but priced as a fixed fee in three stages, backed by a 45-day delivery guarantee and a 180-day free replacement, and connected to embedded headhunting so the leader's team can be built by the same people.
Side by side
| Dimension | Traditional executive search firm | Saiyō Executive Search |
|---|---|---|
| Fee structure | Retained, commonly calculated as a percentage of first-year compensation | Fixed retained fee, paid in three stages: kick-off, shortlist delivery and signature |
| Who runs the search | Varies. Ask who does the day-to-day work | Led personally by a Saiyō founding partner, from brief to onboarding |
| Research | In-house research team | In-house research and sourcing, plus a curated global network of specialist headhunters |
| Delivery commitment | Varies by firm | 45-day delivery guarantee |
| Replacement | Varies by firm | 180-day free replacement |
| After the hire | Engagement ends | Embedded headhunters can build the leader's team through RaaS |
| Best for | Board-level appointments in large organisations | Director, VP and C-suite hires in technology scale-ups |
Why the fee model matters
A fee tied to compensation rises with the package. That creates a quiet tension: the firm earns more if the offer is higher. A fixed fee removes it. You know the cost before the search starts, and the conversation about compensation is only about the candidate.
Questions to ask any executive search firm
- Who will run our search day to day? Ask for names and how much of their time it gets.
- Who is off-limits to you? Firms cannot approach people at their current clients. The bigger the client list, the more of the market may be closed to your search.
- What is the guarantee if the shortlist is late or the hire leaves? Get the terms in writing.
- What happens after the appointment? Your new leader will want to hire. Will they start again with someone else?
- How is the fee calculated, and does it change if the package changes?
The leadership hire is the start, not the finish
A new VP or CRO arrives with a mandate and a hiring plan. With a traditional firm, the search team leaves at signature, and the leader starts again with a new provider who knows nothing about the business, the market map or the reasons behind the brief.
With Saiyō, the embedded headhunters who build the team already understand the business and share the leader's vision. One relationship. One bar. One view of your market.
When a traditional executive search firm is the right choice
- Board and non-executive appointments in large enterprises
- You need a global firm brand for a public-company appointment
- The team beneath the leader is already in place
When Saiyō Executive Search is the better fit
- A Director, VP or C-suite hire in a technology scale-up
- You want a fixed fee and a named founding partner on the search
- The new leader will need to build a team quickly, in one or more regions
Saiyō's perspective
Executive Search at Saiyō is a standalone practice for the hire you cannot afford to get wrong. Our founding partners lead every engagement personally, supported by researchers and sourcers. Our founders bring 15 years of headhunting experience, and offer acceptance on our Executive Search engagements runs at 96%.