Every search runs the same way: your priorities first, evidence before the shortlist, and support that carries past the offer.
Market infrastructure
They brought us a shortlist we could act on, with the evidence behind every name already done.
Jane Doe
Chief Operating Officer
Executive search is a specialised recruitment service for senior roles. Rather than advertising and waiting for applications, a search firm maps who is already doing the job elsewhere, approaches them directly, and evaluates them against criteria agreed before the search opens. Marquee runs it that way for appointments where the strongest candidates are already employed.
The same search, the same evaluation. What changes is how long the person stays.
Seven stages, told as three: the brief, the evidence, and everything after the offer.
Every engagement below ran through this service, permanent and fractional alike.
Leadership hiring, pay and the shifts that matter, written for the people making those calls.
Executive search is a specialised recruitment service for senior roles. How it works, how retained and contingency differ, and where it beats advertising a vacancy.
What to ask before you sign, which answers reveal how a search will actually run, and the terms in an engagement letter worth arguing about.
How a search firm is paid changes which candidates it can afford to pursue. The two models compared, and the conditions that favour each.
The questions that arrive at the final stage of a senior appointment, why they are asked, and how to have the answers ready before the meeting.
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A permanent placement joins the client payroll; a fractional engagement runs for an agreed number of days each month on a fixed term, with the contract held by Marquee. Both routes run through the same evaluation: technical and functional depth, leadership capability and cultural fit. What changes is how long the person stays and where the employment relationship sits. Permanent suits an open-ended seat. Fractional suits a defined body of work, such as a compliance programme or a system migration.
Marquee presents four to five evaluated candidates, reached in about eight days from the signed brief. Each profile arrives in one format carrying notice period and current compensation alongside the assessment, so a hiring team compares like against like. Across mandates run to date, four in five shortlists end in a hire and nine in ten offers taken to candidates are accepted. Feedback after the first round refines the remainder of the search.
Marquee holds the contract, payroll and compliance on every fractional engagement. The client keeps a single commercial relationship, and the fractional leader can begin while procurement runs its course. Marquee handles administration and payouts for the duration of the term. The arrangement suits an investment team or a corporate function that needs senior capability for a defined period rather than an addition to permanent headcount.
Marquee recruits leadership, specialist and technical roles across technology, business and functional disciplines. The strongest concentration of completed mandates sits in industrial automation and manufacturing technology, where Marquee has run the same role for different clients. Engineering leadership, finance, legal and commercial seats have all been filled. Both permanent and fractional routes are available at every level Marquee covers.
Marquee takes hiring mandates from 15 lakh CTC upward. A full executive search earns its place once a role carries that level of responsibility, because the mapping, assessment and negotiation behind it take real time. The figure describes the candidate's total compensation rather than the fee. For roles below it, Marquee is happy to point a client toward the route that fits, and to pick the conversation up again when a senior seat opens.
