Executive search with Rise Search Partners: a candidate guide
Rise Search Partners is an executive search firm placing leadership talent across industries. Firms of this kind usually work on senior mandates for a single client, so each search follows one brief. The most useful thing to know is that a clear, evidence-based record of leading teams and results counts for more than a long list of job titles.
Who pays Rise Search Partners
Retained by the employer, not by you.
Rise Search Partners is paid by the hiring company, often on retainer before anyone is placed. They are working one specific mandate for that company, not managing your search.
What that means for you
Being wrong for this mandate is not a verdict on you. Stay reachable for the next one, and be straight about salary and timing so you are not shortlisted for a brief you would turn down.
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Sectors we track
Global
Presence
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Their side
What kinds of leadership roles does Rise Search Partners handle?
Rise Search Partners lists consulting, marketing and advertising, business services, software and education among its sectors, which makes it a generalist search practice. Its stated focus is leadership talent at several organizational levels, so the roles tend to carry clear accountability for a function, a business unit or a budget. Software and consulting mandates often sit alongside growth or transformation agendas. Education and advertising briefs usually turn on sector experience and cultural fit.
Where you meet
How does an executive search process work for a candidate?
A retained search normally starts with a client brief that defines the role, the reporting line and the profile the client wants. The consultant then builds a shortlist through research, networks and direct approaches, and usually speaks with candidates before any client sees their name. Timelines depend on the client and the seniority of the role, so a process can run for several weeks or longer before an offer.
What should I expect once the firm starts working with me?
Expect a discovery conversation in which the consultant tests your track record, motivations, pay expectations and constraints such as location or notice period. Once you are presented to a client, the consultant should share feedback and help you prepare for interviews with the hiring panel. Response times can slow at client decision points, so ask at the outset who manages your file and how often you will hear from them.
Your side
How can I get on Rise Search Partners' radar?
Keep a current profile on the professional networks that search consultants use, with a headline that names your function, sector and level of responsibility. Write a short record of the teams you have led, the budgets and markets you have run and the outcomes you can evidence. A warm introduction from someone who knows the firm or its clients usually carries more weight than a cold application. Be ready to say in one paragraph why you want a senior move and what you are not looking for.
Is Rise Search Partners the right fit for my search?
The firm is most relevant if you are a senior professional in one of its listed sectors and you are open to being approached for a specific mandate. It is less useful if you are looking for entry-level roles, which executive search rarely covers, or for a move into a sector you do not already work in. Because mandates come from client briefs, the timing of a search may not match yours, so keep your own applications moving.
How to work with Rise Search Partners: candidate playbook
- Write a one-paragraph summary of the leadership roles you want and the ones you will decline.
- Prepare a list of the teams, budgets and outcomes you can evidence in an interview.
- Ask which client and role you are being presented for before agreeing to be submitted.
- Confirm notice period, location and pay expectations early to avoid wasted rounds.
- Keep your own search running so one mandate does not become your only option.
Frequently asked questions
Who pays the fee when I work with an executive search firm?
In retained executive search the client company pays the firm's fee, so candidates normally pay nothing to be considered. Be wary of any firm that asks for an upfront payment, a registration charge or paid coaching as a condition of being put forward. A reputable firm will explain its arrangements in writing.
Should I register with several search firms at the same time?
You can, but tell each firm which clients you have already been submitted to, because duplicate submissions can confuse a client. Keep a simple log of which firm represents you for which role. Most senior candidates work with a small number of firms and stay in control of what each one sends.
What happens to my CV and personal data once it is submitted?
Your CV is usually shared with the specific client for a role you have agreed to be considered for, and it should not be sent elsewhere without your consent. Ask how long the firm keeps your data and how you can request its deletion. The firm's privacy notice should explain the legal basis for holding your information.
Can I apply directly to the client while a search firm is working on the role?
Yes, but tell the consultant first, because a direct application can create a dispute over who presented you. Some firms agree a protocol with the client for this situation. If you do apply directly, let the consultant know the same day so the process stays transparent.
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