- 🧮 How Many Executive Searches Does a Consultant Handle at Once?
- 📉 The Impact of Consultant Workload on Executive Search Quality
- 📊 Client-to-Consultant Ratio in Top Executive Search Firms
- 👤 Dedicated Partner Attention in C-Suite Level Searches
- 🔁 Retained vs. Contingency Recruiter Workload and Focus
- 🧠 Final Thoughts
When choosing a retained executive search partner, one critical—but often unspoken—question looms large:
“How many other searches will my lead consultant be working on while handling mine?”
It’s a fair question. After all, the success of your executive hire may depend just as much on a consultant’s bandwidth and focus as on their network or methodology.
In this article, we’ll examine:
- The typical workload of a lead search consultant
- The impact of consultant workload on executive search quality
- How top firms structure their client-to-consultant ratios
- Why dedicated partner attention matters at the C-suite level
- And how retained vs. contingency recruiter workloads differ
Whether you’re hiring a CEO or VP of Product, this guide will help you make a more informed—and more successful—search partner decision.
🧮 How Many Executive Searches Does a Consultant Handle at Once?
In the U.S. retained search industry, the typical workload for a lead consultant is:
- 2–4 active searches at any one time
(at top-tier or boutique retained firms)
Why the low number? Because retained search is deep, high-touch, and relationship-driven. Each engagement demands:
- Custom research
- Multiple candidate conversations
- Stakeholder alignment
- Weekly progress reporting
- Interview orchestration and offer support
Anything more than 4–5 concurrent engagements can start to dilute attention—and clients feel it quickly.
By contrast, contingency recruiters often juggle 10–20+ roles at once because they’re only paid on placement and must play a high-volume game to stay profitable.
📉 The Impact of Consultant Workload on Executive Search Quality
Your search is only as strong as the consultant’s focus.
A consultant juggling too many assignments will likely:
- Spend less time sourcing passive candidates
- Delegate critical tasks to junior team members
- Deliver surface-level vetting instead of deep assessment
- Miss red flags or cultural mismatches
- Fail to build rapport with candidates (especially execs)
This is why the impact of consultant workload on executive search quality is so pronounced—especially in high-stakes leadership roles. If your consultant is burned out or spread too thin, you’re not getting their best thinking or effort.
📊 Client-to-Consultant Ratio in Top Executive Search Firms
Here’s how client-to-consultant ratios typically break down at different firm types:
| Firm Type | Avg. Active Searches per Consultant | Notes |
|---|---|---|
| SHREK Firms (Top 5) | 4–6 | Supported by large research teams |
| Boutique Retained Firms | 2–4 | Consultants are more hands-on |
| Contingency Recruiters | 10–20+ | Little-to-no exclusivity; high volume |
If you’re comparing firms, ask them:
“How many active searches will my lead consultant be managing alongside mine?”
This single question can give you more insight into service quality than any client list or methodology document.
👤 Dedicated Partner Attention in C-Suite Level Searches
For a CEO, CFO, or Board-level search, you’re not just hiring skills—you’re hiring judgment, alignment, and leadership presence.
That’s why dedicated partner attention in C-suite level searches isn’t just a selling point—it’s a necessity.
At boutique retained firms, the partner you meet is often the same one who:
- Conducts intake interviews
- Speaks with every finalist
- Represents your brand to the market
- Advises on compensation and negotiation strategy
By contrast, at larger firms, partners may hand off much of the execution to junior staff or associates.
🔁 Retained vs. Contingency Recruiter Workload and Focus
Let’s break it down:
| Factor | Retained Search Consultant | Contingency Recruiter |
|---|---|---|
| Avg. Searches at Once | 2–4 | 10–20+ |
| Client Commitment | Exclusive | Non-exclusive |
| Fee Structure | Paid in stages | Paid on placement only |
| Focus Level | High-touch, high-accountability | Reactive, volume-driven |
| Time Spent per Search | 40–80+ hours | 5–10 hours (often less) |
| Candidate Vetting Depth | In-depth interviews, references | Basic screening |
If you’re paying a retained fee, you’re not just buying a network—you’re buying focus. It’s that focus that allows a consultant to get under the hood of your culture, brand, and leadership needs—and deliver a hire who sticks.
🧠 Final Thoughts
In retained executive search, fewer is better.
If your consultant is working on 3 or 4 other searches, that’s healthy and sustainable. But if they’re overloaded—especially without a senior support team—your engagement will suffer.
Before hiring a search firm, ask direct questions about:
- How many concurrent searches your lead consultant handles
- What percentage of their time will be dedicated to your search
- Whether they delegate vetting to junior team members
At JRG Partners, we limit our lead consultants to no more than 3 active searches at a time—ensuring each client receives focused attention, strategic guidance, and senior-level execution.
👇 Let’s Talk
Want to know how our bandwidth model ensures results—and how it compares to your current recruiting partners?
👉 Contact us now to schedule a confidential discovery call.
