What "Not Ready" Usually Means
When a CEO says they're not ready for retained executive search, the underlying concern is almost always one of three things. Understanding which one changes how to respond.
"We don't know exactly what we need yet"
This is the most legitimate reason to wait. If you cannot describe the mandate for this role in specific terms, you are not ready to search. But the answer is not to delay indefinitely — it is to spend 1-2 working sessions developing a brief. A good search firm should help you build that brief as part of the engagement conversation, not require it as a precondition for talking.
"We want to try cheaper options first"
This is rational if the cheaper options are genuinely likely to work in your situation. If you have a warm network with direct VP-level relationships in the function, try it. If you're planning to post a job description on LinkedIn and wait for applications, you are not running a cheaper search — you are running a longer and less rigorous version of the same search, with no guarantee on the outcome.
"The budget feels tight right now"
This is understandable. The question is whether the cost of not having this person is higher than the search fee. For revenue-critical seats — VP Sales, CRO, VP Engineering at a product-led company — the answer is almost always yes within 30-45 days of the seat being open. For less urgent seats, a timeline that waits 60 days before engaging a firm may be reasonable.
When Waiting Is the Right Answer
There are legitimate situations where a company should not start a retained executive search immediately. The company's strategy is genuinely unclear and the role may change. The funding environment is uncertain and headcount decisions are paused. A key team member is about to be promoted into the role and a final internal assessment is underway. These are real reasons to wait. Most other reasons are delay patterns, not genuine readiness gaps.
The Assessment Conversation
Majhi Group's Search Assessment is specifically designed for founders who aren't sure if they're ready. It's a 20-minute conversation about the role, the mandate, and the current sourcing plan -- not a sales call. The output is a clear read on whether a retained search makes sense right now, and if not, what needs to happen first.
See: Executive Search Readiness Assessment | When to Use a Search Firm | Is Executive Search Too Expensive?
"41 days. A $275K search. Two firms failed in 60+ days. That's not luck -- that's a different system."
-- Majhi Group placement record. Read the full process anatomy