Wrong role definition. Shallow candidate briefs. Misread hiring manager signals. A process optimised for speed over fit. These are execution failures, not talent market failures. The Majhi Intelligence System fixes each one.
That failure rate has nothing to do with available talent. It has everything to do with how the search was run. Most executive search follows the same shallow process: take a job description, source names, forward resumes, hope for alignment.
That process is optimized for speed. Speed is the wrong variable in executive search. The right variable is fit — and fit requires a system that builds it in, not a recruiter who guesses at it.
"The talent exists. The process broke. The Majhi Intelligence System runs from role definition to final hire — eliminating the specific failure points where most searches collapse."
We don't take a job description. We build a mandate intelligence brief. This includes: hiring criteria by seniority tier, misfire history from previous searches, political dynamics within the hiring manager's team, real success metrics (not job-description metrics), and the three failure modes most common in this role type. The intake process takes 90–120 minutes. It prevents 4–6 weeks of iteration.
Every shortlisted candidate gets an evidence dossier — not a resume forward. The dossier includes: proof points aligned to the mandate's success criteria, a risk flag analysis, a hiring manager alignment score, an offer acceptance probability, and a closing strategy recommendation. Shortlist approval rate with evidence dossiers: 82%. Industry baseline: 38%.
No candidate is presented to the hiring manager until they have passed a quality management system gate. The QMS gate verifies: mandate alignment score, risk flag classification, evidence dossier completeness, and closing probability threshold. This gate is why our shortlist approval rate is 82%. It eliminates the "close but not right" feedback loop that kills timelines.
Offer acceptance is managed as an operational sequence, not a negotiation. We track candidate intent signals from first contact, manage the closing conversation with calibrated urgency, and execute a structured counter-offer response protocol. Offer acceptance rate: 90%+. This is not luck. It is a system that manages the closing process from week one.
Majhi Group operates exclusively on a retained model. One-third upfront at signing. One-third after candidate submission. One-third after placement.
Retainer aligns our incentives with your outcome — not our speed. We are paid to close the right hire, not to present the most resumes fastest.
Every engagement includes weekly status reports, a 90-day replacement guarantee, and exclusivity from both sides. If we take your mandate, we close it.
Retained Search Terms
In 20 minutes, we assess whether your search criteria are optimised for this hire — not whether you should hire us.
Request a Confidential Search Assessment →