Retained executive search is an engagement model where a company pays a search firm upfront to conduct a dedicated, exclusive search for a senior leadership role. The firm commits full resources from day one until the position is filled.
A retained engagement is exclusive by design. One firm, one mandate, full focus.
The process begins with a Requirements Deep Dive. The search firm works with the board, shareholders, or leadership team to define the role precisely. Not just the job description. The leadership behaviors, cultural fit, and success metrics that matter most.
From there, the firm runs Strategic Talent Mapping. They identify passive candidates across target companies, adjacent industries, and relevant geographies. No job postings. No database blasts. Direct, personalized outreach to individuals who are not actively looking.
An Accelerated Shortlist follows, typically within 72 hours. Every candidate on the list has already been assessed for leadership maturity, cultural alignment, and execution capability.
The firm then manages Interviews and Assessments, Reference Checks and Offer Support, and Post-Placement Alignment. The engagement does not end at signing.
Both models are legitimate. The right choice depends on the role and the organization's hiring context.
Retained search is an exclusive engagement. The client pays a fee upfront. The search firm dedicates full resources to one mandate and works until the position is filled. Because the firm is committed from day one, the search tends to involve deeper market coverage and more thorough candidate assessment.
Contingency search operates on a success-fee basis. Payment only happens when a candidate is successfully placed. This model is faster to initiate and carries no upfront cost. Multiple firms can work a role simultaneously, which broadens outreach but can affect the depth of each firm's investment in the search.
Neither model is universally superior. The right fit depends on the role's seniority, the urgency of the hire, and the organization's preference for exclusivity versus speed.
The role is senior and the candidate pool is narrow. A dedicated search with deep market mapping reduces the risk of missing relevant candidates. Confidentiality is also easier to manage within an exclusive engagement. Organizations that want structured progress updates and detailed candidate assessments throughout the process often prefer this model.
The role needs to be filled quickly and the candidate pool is broader. Multiple firms working simultaneously increases the volume of candidates surfaced. Organizations comfortable evaluating candidates from different sources in parallel find this model efficient.
AlvaHunt offers both models. We work with clients to determine which approach best fits the mandate, the timeline, and the hiring context.
If you are unsure which model fits your current search, speak with the AlvaHunt team for a quick assessment.
Regardless of model, a well-run executive search in Indonesia follows a clear structure.
SHRM estimates that replacing a failed senior hire costs up to 200% of annual compensation. The investment in a structured search process, whether retained or contingency, is a fraction of that risk.
AlvaHunt works with clients across both engagement models for senior leadership appointments in Indonesia. Every search follows our six-stage methodology from Requirements Deep Dive to Post-Placement Alignment.
We present only the top 10% of evaluated profiles. Shortlists are delivered within 72 hours. Our primary focus is Indonesia, with supporting networks across Southeast Asia and Asia Pacific.
We serve Financial Services, FMCG and Consumer, Technology, Supply Chain and Logistics, Industrial and Energy, and Manufacturing.
AlvaHunt is an executive search partner specializing in placing high-impact leaders across Indonesia, with supporting networks across Southeast Asia and Asia Pacific. We deliver top-tier talent with speed, precision, and absolute discretion.
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