Executive Search Brief Template 2026: What to Include, What to Avoid, and Why the Brief Is the Most Important Document in the Search

The Brief Is Not a Job Description

Job descriptions are written to attract applicants. Briefs are written to direct a search. A job description says "we're looking for a strategic leader with 10+ years of experience." A brief says "we need someone who has scaled a SaaS sales team from 8 to 30 reps between $8M and $35M ARR, in a product-led motion where outbound is 40% of pipeline, in the last 4 years." The brief is specific. The job description is general.

Executive Search Brief: Complete Template

Section 1: Company Context (1 page)

• Company name, stage, ARR or revenue, and headcount
• What the company does (2–3 sentences, plain language — no jargon)
• Funding stage and investors (if relevant to candidate context)
• Growth trajectory: where are you now and where are you in 18 months?
• Team context: what does the executive's team look like today?

Section 2: Why This Role, Why Now

• What triggered this search? (growth, departure, new function, board directive)
• What has been tried so far? (previous hire, internal candidate considered)
• What happens if this hire is not made in the next 90 days?

Section 3: Role Scope and Authority

• Reporting structure: who does this person report to?
• Direct reports: who does this person manage from day 1?
• Budget ownership: what budget is this person responsible for?
• Decision authority: what decisions does this person make independently?
• What decisions require CEO or board alignment?
• What does the CEO stop doing when this person joins?

Section 4: Success Definition

Section 5: Ideal Candidate Profile

• Required: Specific experience that is non-negotiable (stage, function, outcome)
• Preferred: Experience that would accelerate time-to-impact but isn't essential
• Disqualifying: Backgrounds, experience profiles, or behaviors that are automatic outs
• Operating style: How this person needs to work to succeed in this specific environment

Section 6: Compensation Structure

• Base salary range (floor and ceiling)
• Bonus or variable comp: structure, target, mechanics
• Equity: percentage range, type (options vs. RSUs), vesting schedule
• Sign-on: is it available and under what circumstances?
• Benefits: any non-standard benefits relevant to senior hires

Section 7: Interview Process and Timeline

• Interview stages: who interviews the candidate at each stage?
• Decision-makers: who has a "no" vote? Who has an advisory voice only?
• Reference check process: who runs it, what does it cover?
• Target start date: what date do you need this person in seat?
• CEO availability commitment: how many hours/week during the search?

The Brief Sign-Off Protocol

Every person who has a "no" vote on the final candidate must sign the brief before outreach begins. If two decision-makers have different views of the role, those differences must be resolved in the brief — not discovered during a shortlist review. A brief with 3 signatories produces 3× better shortlist approval rates than a brief written by HR and approved by no one.

Brief Red Flags That Predict a Failed Search

• "10+ years of experience" — not a meaningful filter; replace with a specific outcome
• "Strategic and operational" — every leader claims both; define which is primary
• No defined success metric at 90 days — you'll evaluate the shortlist against nothing
• Compensation range not included — search firm will overshoot or undershoot
• No disqualifying criteria — every candidate looks passable; you can't make decisions