What a partner-led executive search looks like, week by week
Short answer: two weeks from kick-off to a shortlist of interviewed candidates, then the pace is set by the client’s calendar. Here is what happens on our side each day, so you know what you are paying for.
Days 1 to 2: the brief
One call with the decision maker. We leave with the three or four criteria that actually decide the hire, the compensation range, the reasons the last person left or the role was created, and the red flags. We write them down and send them back. If the brief is wrong, everything after it is wrong.
Days 2 to 5: screening thousands of profiles
Our in-house system of AI agents crosses two sources: the BGS database, which grows with every search, and the full public market, not just LinkedIn. Each profile is scored against the exact criteria of the brief: track record, sector, level of responsibility, languages, declared compensation where available, and risk signals such as a move in the last six months. In a single South Florida search this stage has covered up to 5,000 profiles.
Under 3% of screened profiles come out the other end. That is the list the partner picks up.
Days 4 to 9: the partner’s work
The partner reviews every candidate on that list personally, contacts them directly and interviews the ones who are open to a conversation. The same person who sold you the search runs these interviews; no researcher screens candidates first. For sector-specific roles, an independent advisor from that industry checks the technical side of the finalists.
Day 5 to 10: the shortlist
You receive a short list. Each candidate comes with a written report that goes through your requirements one by one and states how well each is met, with interview impressions, current compensation, notice period and motivation. The report is designed to replace your first screening interview, so you meet candidates already knowing what you will find.
Weeks 2 to 5: your interviews
This is the stage that stretches most processes, and the one we control least. What keeps it short: one decision maker, interview slots blocked before the shortlist arrives, and an offer prepared before the last interview. We stay in the loop with every candidate between rounds so nobody goes cold.
Offer and start
We help structure the offer and manage the counter-offer that almost always comes from the candidate’s current employer. We invoice 100% on the candidate’s start date and nothing before it.
After the start: the guarantee
If the hire leaves or is let go within 3 months in Florida (6 months in Spain), we redo the search at no cost. We also check in with the candidate and with you during the first weeks, because most early exits are avoidable and visible early.
What this looks like as a timeline
| Stage | Timing | Who |
|---|---|---|
| Brief | Days 1 to 2 | Partner and decision maker |
| AI screening of the market | Days 2 to 5 | BGS system, supervised by the partner |
| Partner interviews | Days 4 to 9 | Partner, plus sector advisor when needed |
| Shortlist with reports | Day 5 to 10 | Partner |
| Client interviews | Weeks 2 to 5 | Client, with the partner managing candidates |
| Offer and acceptance | Typically around one month from kick-off | Partner and client |
| Guarantee | 3 months in Florida, 6 in Spain | BGS |
Frequently asked questions
- How long does a partner-led executive search take?
- At BGS, the shortlist arrives 5 to 10 days after the brief, always under two weeks. The hire typically closes around one month from kick-off, plus the candidate’s notice period.
- Who actually interviews the candidates?
- A partner of the firm, personally, for every candidate presented. Sector advisors add a technical check on finalists when the role requires it.
- What do I receive with the shortlist?
- A written report per candidate covering each requirement of the role, interview impressions, compensation, notice period and motivation.
- When do I pay?
- 100% on the candidate’s start date. No retainer and no deposit. Minimum fee of $10,000 per search in Florida.