Why Methodology Determines Outcomes
The outcome of an executive search is determined by the quality of the process, not the volume of the outreach. According to our analysis of search outcomes across 25+ VP and C-suite placements, the single strongest predictor of search success — placement quality, acceptance rate, and retention — is the rigor of the pre-search alignment phase, not the number of candidates sourced. Most search failures are brief failures, not sourcing failures: the search ran for 90 days because the target profile was never precisely defined, not because the right candidates didn't exist.
The Majhi Search Framework is a 4-phase retained executive search methodology designed to address this. It prioritises brief clarity before sourcing, passive candidate access over volume, independent assessment over interview intuition, and offer management over offer presentation.
The Majhi Search Framework — 4 Phases
Phase 1: Search Alignment (Week 1–2)
Profile definition, success criteria, stage-fit calibration, compensation benchmarking, and search brief finalisation. The brief is locked before any candidate is approached. Sourcing without a locked brief is the single most common cause of search failure.
Phase 2: Passive Candidate Mapping (Week 2–4)
Systematic identification of the passive candidate pool — the 70–80% of strong candidates who are not actively seeking. Direct outreach through professional networks, sector-specific communities, and warm introduction paths. Volume is secondary to targeting precision.
Phase 3: Structured Assessment (Week 3–6)
Competency-based interviews, independent reference checks (conducted separately from candidate-provided references), stage-fit evaluation, and structured debrief facilitation. Uses the Startup Leadership Scorecard for consistent candidate evaluation.
Phase 4: Offer Management (Week 5–7)
Equity narrative preparation, total compensation framing, counter-offer risk assessment, offer timing and structure optimisation. The offer process is managed — not just presented. This phase is where the 90%+ acceptance rate is earned.
What Makes This Different
Pre-search alignment as a gate. No candidate is approached until the brief is fully aligned between Majhi Group and the CEO. This seems obvious. Most search firms skip it because it takes time and the client is impatient. We do not skip it. Brief misalignment is the most expensive time waste in executive search.
Independent references. Candidate-provided references reliably produce positive feedback. They are not useless — they confirm narrative consistency — but they are not independent. Majhi Group conducts reference checks through independent network paths: former colleagues, peers, and managers who were not suggested by the candidate. This regularly surfaces information that changes finalist decisions. See: How Independent References Change Decisions.
Equity narrative before offer. The most common cause of offer rejection is a candidate who has not fully processed the equity component of their compensation. We address this before the offer — not at it. By the time we present an offer, the candidate has already worked through the equity math, the upside scenario, and the vesting structure. The offer is a confirmation, not a revelation.
Framework Performance
- Average close: 41 days vs 65–90 day industry median
- Offer acceptance rate: 90%+ vs 65–75% industry benchmark
- Shortlist approval rate: 82% vs 38% baseline on inherited searches
- Guarantee: 90-day replacement at no additional fee
Related Frameworks
- The Startup Leadership Scorecard — candidate evaluation tool used in Phase 3
- The Founder–VP Fit Model — alignment assessment used in Phase 1
- The Executive Search Readiness Assessment — pre-engagement diagnostic
“41 days. A $275K search. Two firms failed in 60+ days. That’s not luck — that’s a different system.”
— Majhi Group case study. Read the full case study →