41
Days — Majhi Group overall median close
65–90
Days — industry median (retained)
140+
Days — median for searches that stall and restart
Executive Search Duration by Role: 2026 Benchmark Table
| Role | Majhi Group | Retained Firm Median | Contingency / DIY | Stalled Search |
|---|---|---|---|---|
| VP of Sales | 30–50 days | 65–90 days | 90–150 days | 120–180 days |
| VP of Marketing / CMO | 35–55 days | 70–100 days | 95–160 days | 130–200 days |
| VP of Engineering | 40–65 days | 75–110 days | 100–170 days | 130–200 days |
| CTO | 40–65 days | 75–110 days | 100–170 days | 130–200 days |
| CFO | 45–70 days | 80–120 days | 110–180 days | 150–240 days |
| COO | 45–75 days | 80–130 days | 115–190 days | 160–260 days |
| VP of Product / CPO | 35–55 days | 65–95 days | 90–155 days | 120–190 days |
| CRO | 40–60 days | 75–110 days | 100–165 days | 140–220 days |
| VP of Customer Success | 30–45 days | 55–85 days | 80–140 days | 110–170 days |
| CHRO / VP People | 35–55 days | 65–95 days | 90–150 days | 120–185 days |
| General Counsel | 40–65 days | 75–110 days | 100–175 days | 140–210 days |
| Head of Growth | 30–45 days | 55–80 days | 75–130 days | 110–160 days |
Why COO and CFO Searches Take Longest
COO and CFO searches consistently run longer than other C-suite searches for structural reasons:
- Board or investor approval required: Both roles typically require board sign-off, adding 7–14 days to final decision cycles
- Candidate pool is narrow: Stage-specific experience requirements — a COO who has scaled from $10M to $100M ARR in SaaS — dramatically narrow the realistic target pool
- Compensation is most complex: COO and CFO packages frequently include deferred compensation, change-of-control provisions, and equity structures that require legal review before offer
Executive Search Duration by Company Stage
| Stage | Retained Firm Median | Primary Complexity Driver |
|---|---|---|
| Pre-Series A | 50–70 days | Brief poorly defined; role scope unclear; comp under market |
| Series A | 60–85 days | First VP hire into role; evaluation criteria underdeveloped |
| Series B | 65–90 days | Multiple stakeholder alignment; board involvement begins |
| Series C+ | 70–100 days | Investor committee approval; comp complexity highest |
| PE-backed | 75–110 days | PE firm approval rights; financial due diligence on candidate |
The Factors That Add the Most Time to Any Search
- Brief revisions mid-search (+3–6 weeks): Changing requirements after outreach has begun means the candidate pipeline must be rebuilt
- Slow internal scheduling (+2–4 weeks): CEOs who schedule interviews ad-hoc lose candidates to faster-moving processes
- Board alignment done late (+1–3 weeks): If the board hasn't approved the hire framework before shortlist, the review cycle adds a full loop
- Reference checks done sequentially (+1–2 weeks): Running references after finalist selection instead of in parallel adds avoidable time
- Offer construction delayed (+1–2 weeks): Not having a defined comp structure pre-approved means the offer itself takes longer to build and approve
How to Run a Faster Executive Search Without Cutting Corners
- Write the success profile before the search begins — not after the first round of interviews
- Block interview time in the CEO's calendar before the shortlist is ready — not after
- Get board approval for the comp structure before entering final rounds
- Run reference checks in parallel with final interviews
- Move from verbal acceptance to signed offer within 48 hours
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