Retained Search Frequently Asked Questions

  • Our boutique retained search practice specializes in placing senior-level managers and executives in commercial roles across various industries. We have deep expertise in senior individual contributor and leadership positions within fast-growing private equity, venture-backed, public, and private companies. Our experience is particularly strong in Digital Media, Tech, SaaS, Business Intelligence, and Analytics. However, our client base spans diverse sectors, including Non-Profit, CPG Market Services, Chemical and Manufacturing, and Real Estate.

    Over the past 50 years, we’ve built a vast network of  talented professionals who are highly skilled and dedicated to their careers. Our clients trust us because we consistently deliver candidates with a proven track record who have excelled in their field or demonstrated outstanding potential in the early stages of their careers.

  • We have partnered with a range of start-ups, high-growth companies, and well-established organizations across various sectors, including tech, media, and non-profit industries. Our team’s extensive experience allows us to recruit across different verticals and stages of growth, consistently helping clients hire talent that adds value, brings diversity of thought, and demonstrates outstanding commercial expertise.
    Some recent clients include:

    • Babbel

    • K3 Technologies

    • Schoology

    • Foreign Policy

    • Southworth Development

    • Neptune Retail Solutions

    • IP Fabric

    • Financial Times

    • Lumar

    • KUDO

    • Asbury Carbons

    • Mill Rock Packaging

    • ProBono Net

    For further insights, check out our case studies or contact us to be connected with a reference from one of our clients.

  • We operate on a retained search model, charging 26% of the projected salary, payable in three installments (with one third non-refundable):

    1. One-third due within 10 days of contract signing (non-refundable)

    2. One-third due within 10 days of an accepted offer

    3. One-third due within 30 days of the candidate's start date

    This model allows us to be selective about the searches we take on, ensuring a high-touch, consultative approach. The result? Higher retention rates and a positive candidate experience, which reflects well on your employer brand.

  • The process begins with a Collaborative Search Launch, where we conduct a detailed kickoff with your hiring team. We review the job description and offer optional TTI benchmarking and market mapping reports to help you navigate a competitive talent market.

    With an impressive 4:1 submission-to-placement ratio and an average time-to-hire of 80 days, we provide thorough candidate submissions, highlighting key achievements and how their experience aligns with your goals.

    Throughout the Negotiation & Offer Support phase, we facilitate clear communication to ensure smooth compensation discussions and gauge interest in the role.

    We pride ourselves on maintaining the highest standards of professionalism and transparency during the entire process, ensuring your employer brand and company culture are respected.

    After placement, we provide Ongoing Onboarding & Coaching to help candidates succeed in their new roles, and we provide Post-Placement Follow-up at 3, 6, and 12 months to ensure alignment and fit.

    Due to our careful vetting, we typically submit initial candidates within two to three weeks from launch, with most hires completed in about three months—significantly faster than the industry average of six months. This means your new hire can start contributing to your bottom line much sooner.

  • There’s no “one size fits all” answer to this, as recruiting is an evolving process driven by human decision-making. Typically, we screen over 300 profiles per role, through a combination of written exchanges and research, before moving candidates forward. This rigorous approach results in a high conversion rate for our clients, with a 4:1 interview-to-hire ratio.

    Our goal is to be both resourceful and efficient, and we tailor our search based on timely feedback from our clients.

  • Finding the ideal candidate in any market can feel overwhelming, but that’s where we excel. We leverage our extensive network of individuals, organizational partners, and deep sourcing techniques (primarily through LinkedIn and our applicant tracking software).

    We work all channels simultaneously and are proud to say that many of our placements come from referrals within our trusted network of revenue professionals. By partnering with CFW Careers, you allow your team to focus on what they do best, while we handle the time-consuming talent sourcing process.

  • Absolutely! At CFW Careers, we have extensive experience supporting start-ups and growth-stage companies in building out their talent processes. We offer interview training, onboarding coaching, scorecard design, and guidance on employer branding and talent best practices.

    Once your team is established, we can help design career pathing strategies to increase retention and foster growth. We’ll be with you every step of the way, providing the support you need so you can focus on scaling your business.

    We also offer expert career coaching for new hires to ensure their success in the first 90 days. In the unfortunate event of layoffs, we provide outplacement services to protect your employer brand and maintain morale among your remaining team members.

  • CFW Careers was founded in 1973 by David King, a pioneer in championing and placing women in sales roles. Diversity, Equity, and Inclusion (DEI) are central to everything we do. We empower our clients with tools to implement equitable hiring practices, present diverse candidate slates, and improve retention through career pathing and coaching programs that help all employees thrive.

  • The key to a successful recruiting process is partnership.

    At CFW Careers, we’re committed to providing:

    • A thorough search launch

    • Detailed candidate submissions, clearly explaining why each individual is a great fit

    • A diverse slate of candidates

    • Transparency, integrity, and respect for all parties

    In return, we ask our clients for:

    • Timely feedback after interviews

    • Openness to our insights and suggestions

    • Close collaboration on job briefs, offers, and candidate evaluations

    • Bi-weekly alignment calls to discuss the candidate slate and opportunities for improvement

    Working together, we ensure a smooth process that leads to the right hire, every time.