01
Bad Intake
The role brief describes what the hiring manager thinks they want — not what the business needs. Wrong criteria baked in from day one produces the wrong shortlist every time. Most firms never challenge the brief.
Executive Search Authority
They hire a VP the same way they hire a senior manager.
Same job board. Same vendor. Same shallow process. That is why 40% of executive hires fail within 18 months. Not because the talent doesn't exist. Because the process was never built for the stakes involved.
The Real Problem
Why VP and C-suite searches fail — and why most firms don't tell you.
02
Shallow Shortlists
Resume forwards instead of evidence dossiers. The hiring manager gets names and job titles, not proof points, risk flags, and alignment scores. A 38% shortlist approval rate is the result. Weeks of wasted interviews follow.
03
No Closing Infrastructure
Most search firms stop managing the process after the shortlist. The offer stage is left to the client. Offer acceptance rates of 60–70% reflect a broken closing process, not a bad candidate pool.
Retained vs. Contingency
The structural reason contingency search produces worse outcomes.
A contingency firm earns nothing until placement. Every day a search runs is a day of negative ROI for them. That incentive structure produces speed, not quality. And in executive search, speed without quality is the failure mode.
Contingency Search
- ✗Paid only on placement — optimized for speed
- ✗Multiple firms working same mandate — volume race
- ✗Resume forwards — no evidence dossiers
- ✗No intake investment — takes the brief as given
- ✗No guarantee — reengages at additional cost if hire fails
- ✗60–70% offer acceptance rate
Majhi Group Retained
- ✓Paid in thirds — aligned to outcome, not speed
- ✓Exclusive engagement — full commitment to close
- ✓Evidence dossiers — proof points, risk flags, alignment scores
- ✓Mandate intelligence brief — brief rebuilt from intake session
- ✓90-day replacement guarantee at no additional charge
- ✓90%+ offer acceptance rate
Who We Work With
The right fit for our system — and the searches we decline.
We take a small number of mandates at any given time. Every engagement is exclusive. Every search gets the full system. That constraint is structural — it is why the outcomes hold.
Searches we take
- →Revenue-critical VP or C-suite seats (Sales, CTO, CFO, CPO)
- →Roles open 60+ days or reposted after prior search failure
- →Series A–C funded companies or established private firms
- →CEOs who understand that retained search is a different product
- →Complex or specialized searches with domain-specific criteria
Searches we decline
- ✗Pre-revenue or unfunded startups
- ✗Contingency-only or pay-on-placement engagements
- ✗Roles under $150K total compensation
- ✗Ghost jobs — roles with an existing person in seat
- ✗CEOs whose opening question is "what is your fee?"
The Proof
Numbers from the system.
50d
Average close vs. 65–90 day industry median
90%+
Offer acceptance rate
82%
Shortlist approval rate on first submission
25+
C-suite and VP placements completed
The assessment is 20 minutes.
We assess whether your search criteria are optimised for this hire — not whether you should hire us. If your search is right for our system, we will tell you. If it is not, we will tell you that too.
Request a Confidential Search Assessment →20 min · Video call · CEO-only · Confidential