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.
Our client is a Series C Indonesian Fintech Unicorn and Digital Investment Platform, offering a broad range of investment products including equities, mutual funds, bonds, US stocks, and digital assets. As the company continues to scale its platform and expand its business, it is strengthening its Product Organization to support its next phase of growth.
As part of this growth, the company is looking for an experienced Head of Product to lead the development and launch of new products, define the Product Vision, Strategy, and Roadmap, and drive product innovation across the platform. The role will work closely with Engineering, Design, Marketing, Business, Compliance, and Legal teams to deliver impactful products while ensuring a strong focus on customer needs, product metrics, and business outcomes.
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To support this construction site, the company is seeking an Construction Site Manager to lead its store network growth strategy by experienced Construction Site Manager to oversee retail fit-out and standalone store developments across Indonesia. This role will play a critical part in accelerating the company's long-term growth while ensuring each new location delivers strong construction opening store success.
Our client is an Established Manufacturing and Heavy Industry Company based in Surabaya / Sidoarjo, operating a labor-intensive business supported by a workforce of 250+ employees, comprising full-time staff, outsourced workers, and contractors. As the organization continues to strengthen its people function, the company is looking for an experienced HR Manager to lead and oversee the full HR function across the business.
The role will cover the full spectrum of HR Operations, Employee & Industrial Relations, General Affairs, manpower management, and HR administration, working closely with management and operational leaders to ensure effective people management on the ground. This includes overseeing employee lifecycle processes, payroll and benefits coordination, attendance, and manpower availability across all worker categories, as well as ensuring compliance with Indonesian manpower regulations and BPJS requirements. The role will also handle employee grievances, disciplinary matters, disputes, and termination processes, while leading and developing the HR team and providing management with regular reporting on headcount, turnover, absenteeism, overtime, and manpower costs.