How long does a Marquee executive search take?

Marquee reaches an agreed shortlist in eight days and a closed offer in fourteen. Searching begins within twelve hours of the signed brief, against an industry standard of 48 to 72 hours before a first list appears. The gain comes from starting sooner rather than from compressing evaluation. Each profile arrives in a single format carrying notice period and current compensation, so a hiring team reviews like against like from the first sitting. Calibration runs with the client through the search rather than at the end of it.

What happens when a candidate's pay expectation exceeds the budget?

Marquee makes the case for a candidate whose expectation sits within about 30 percent of current salary. Pay and notice period are the two objections Marquee meets on an open role. Beyond that 30 percent mark, Marquee reopens the brief with the client early, so the search moves to candidates the offer can reach. On notice periods of two months or longer, the options are a buy-out where the client has one available, or waiting where the profile justifies the delay. Both are raised before interview rather than after an offer.

Does Marquee work on a contingent or retainer basis?

Marquee works on a contingent basis, so a fee falls due when a candidate joins. Firms with decades of standing in executive search can ask for a retainer on reputation alone, and Marquee intends to reach that position. The present arrangement carries the search risk on Marquee rather than on the client, which is why the interests of both sides point the same way through a hiring mandate. Every placement also carries a three-month replacement term.

Where do larger executive search firms hold an advantage over Marquee?

Korn Ferry, Egon Zehnder and Heidrick hold decades of standing, board-level relationships and candidate databases that Marquee is still building. Executive search runs on credibility, and theirs is earned over a long period. Marquee competes on a smaller team that starts a search within twelve hours, reaches a shortlist in eight days, and stays in contact through the whole notice period. A client choosing Marquee is choosing effort and turnaround over scale.

What happens if a Marquee placement leaves early?

Every Marquee placement carries a three-month replacement term. Across mandates run to date, nine in ten offers taken to candidates are accepted and four in five shortlists end in a hire. Marquee stays in contact with both candidate and client through the notice period and asks for proof of resignation ahead of the start date, which is the point at which most placements come apart. The replacement term is stated openly because a search firm should state one.

How we work | Executive search

What Marquee does differently

Every search firm has the same platforms to hand. What sits behind a Marquee search is Nextyn's expert network, and the reach, range and flexibility that come with it.

	Where the difference comes from
The network	6,500+Senior practitioners in Nextyn's network, vetted and on record across 22,000+ commissioned expert calls. They join as independent consultants, so the network is a head start on the search rather than a list of candidates.
The reach	70+ countriesCovered by Nextyn's network, with Marquee working from four offices and running mandates wherever the role sits.
The domains	12 industriesFrom technology and financial services to industrials, healthcare and energy, with senior practitioners in each.
The mandates	Four ways to hirePermanent executive search, part-time and fractional leadership, advisory roles, and hiring for Global Capability Centre (GCC) setups.

90% of offers we take out are accepted

80% of shortlists end in a hire

3 months replacement guarantee on every placement

How it works, service by service

The evaluation is shared. What changes is what we are looking for, and what you get at the end of it.

An interview under way across a desk in an open office

We set the brief with you against what the market will bear, then start searching inside twelve hours across our own database, referrals and the major platforms. Each candidate is assessed on technical, functional and leadership competence alongside cultural fit. You see four or five evaluated names, with the reasoning that placed each one there.

Talk about a hire

A colleague using a wheelchair working alongside the team at a shared desk

Roles are scoped for access and readiness before any sourcing begins, so the shortlist reflects what the job genuinely asks for. Sourcing runs from leadership through to specialist level. Metrics and governance are recorded as we go, leaving you with evidence that holds up to an audit and to board-level scrutiny.

Talk about inclusive hiring