Executive Search vs. Recruiting Agency: What's the Difference?

Executive search firms and recruiting agencies both help companies hire talent, but they operate very differently. Executive search firms like Mogul use a retained, research-driven approach to identify and recruit senior leaders, while recruiting agencies typically work on contingency to fill roles faster across a broader range of seniority levels.

How Executive Search Works

Executive search, also called retained search, is a specialized recruitment approach used for senior leadership roles — typically C-suite, VP, and board positions. The search firm is retained exclusively to fill a specific role and conducts deep market research to identify the best candidates, including passive candidates who aren't actively looking.

The process typically includes role definition, market mapping, candidate identification, outreach, assessment, and offer negotiation. Engagements last 30-60 days and involve a dedicated team focused solely on your search.

How Recruiting Agencies Work

Recruiting agencies, or contingency recruiters, work on a success-fee basis — they're only paid when a candidate is hired. This model works well for mid-level and high-volume roles where speed matters more than exclusivity.

Contingency recruiters typically work multiple requisitions simultaneously and draw from their existing candidate database rather than conducting original research. They compete with other agencies and internal recruiters to fill the same role.

Key Differences

The most important differences are exclusivity, methodology, and candidate quality. Executive search firms work exclusively on your behalf, conducting original research across the entire market. Recruiting agencies compete to fill roles quickly from existing networks.

Executive search firms typically engage passive candidates — leaders who are performing well in their current roles and aren't looking. Recruiting agencies primarily work with active candidates who are already in the market. For senior roles, the best candidates are almost always passive.

When to Use Each Approach

Use executive search when: the role is VP-level or above, the hire will significantly impact business outcomes, confidentiality is important, or you need access to passive candidates across a broad market.

Use a recruiting agency when: the role is mid-level, speed is the primary concern, budget is constrained, or you need to fill multiple similar positions simultaneously.

Choosing the Right Executive Search Firm

When selecting an executive search firm, evaluate their industry expertise, track record, candidate database, methodology, and cultural fit. Ask about their placement rate, average time to fill, and what happens if the placement doesn't work out.

Mogul combines the research rigor of executive search with proprietary technology and a 600MM+ candidate database to deliver a 99% placement rate at 66% faster speed than the industry average.