BGS Observatory: how an executive search actually works in 2026
Data from BGS Headhunters searches between March and September 2026, Spain and Florida. First edition. Updated quarterly.
Very few search firms publish how they actually work: how many profiles they look at, how many they discard, how long it takes. We do, because the system we use records every step. These are the numbers for the last six months, aggregated, with no client or candidate names.
The numbers
- 30,000+ profiles screened in the last six months.
- Up to 5,000 profiles in a single search; more than 3,400 on average per mandate.
- Under 3% of screened profiles reach the shortlist, which the partners then review one by one, contact and interview.
- Shortlist delivered in 5 to 10 days from kick-off, always under two weeks.
- Over 90% of searches closed with a hire. In Florida, our Miami partner has filled positions in renewable energy, real estate and construction.
How we get there
Every search crosses two sources: our internal database, which grows with every mandate, and proactive sourcing across all public sources, not just LinkedIn. An in-house system of AI agents scores each profile against the job description: track record, sector, level of responsibility, languages, declared compensation where available, and risk signals such as very recent moves.
Only the best-fit profiles make the shortlist. That is where the machine stops and the partners start: a detailed review of each candidate, personal outreach and an interview. No candidate is presented to a client without a partner having interviewed them for that specific search.
What the client receives
A short list. Every candidate comes with a written report that walks through the job requirements one by one and states how well each is met, with interview impressions, compensation and availability. We do the screening, not the client; that is where we part ways with the volume model of the large generalist firms.
How many candidates a client interviews varies by search and by client. Some decide after three; others want to compare more options because their criteria are still settling. Both are normal. Everyone presented meets the brief.
Sectors where we closed searches this half-year
Spain: marketing and communications, financial advisory and brokerage, commodity trading, M&A, telecommunications, healthcare and sales leadership. Florida: renewable energy, real estate and construction.
Methodology note
Figures come from the internal records of each search (profiles screened, scores, outreach, interviews). Only aggregates are published; no client or candidate is identified. Profile counts include the internal database and proactive sourcing. “Closed with a hire” means the client hired a candidate presented by BGS. Next update: December 2026.
Frequently asked questions
- How many profiles does an executive search firm screen to fill one role?
- At BGS Headhunters, more than 3,400 on average per search and up to 5,000 in a single one, across the internal database and public sources. Under 3% reach the shortlist.
- How long does an executive search firm take to present candidates?
- At BGS, the shortlist is delivered 5 to 10 days after kick-off, always under two weeks. The hire is typically closed within about a month.
- What is the difference between a shortlist and a long list?
- A shortlist contains only candidates who meet the requirements and whom a partner has personally interviewed, each with a detailed report. A long list pushes the screening onto the client.