Executive Search Brief Template

SEARCH BRIEF PHILOSOPHY

Defining Executive Searches

SEARCH BRIEF FUNDAMENTALS

PURPOSE OF THE SEARCH BRIEF:
☐ Align all stakeholders on the role
☐ Provide clear direction to searchers
☐ Set expectations for compensation
☐ Define success criteria upfront
☐ Establish evaluation framework

COMMON SEARCH BRIEF MISTAKES:
☐ Too vague on requirements
☐ Unrealistic candidate expectations
☐ Comp below market
☐ No differentiation from competitors
☐ Missing cultural context
☐ Not updated as search progresses

GREAT SEARCH BRIEFS INCLUDE:
☐ Compelling company story
☐ Clear role definition
☐ Specific requirements vs. nice-to-haves
☐ Realistic compensation range
☐ Culture and team dynamics
☐ What makes this opportunity special

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SEARCH BRIEF

Comprehensive Executive Search Brief

═══════════════════════════════════════
EXECUTIVE SEARCH BRIEF
ROLE: _______________
DATE: _______________
VERSION: ___
═══════════════════════════════════════

SECTION 1: COMPANY OVERVIEW

COMPANY SNAPSHOT:
Company name: _______________
Founded: _______________
Headquarters: _______________
Website: _______________

BUSINESS OVERVIEW:
What we do: _______________
Who we serve: _______________
Value proposition: _______________
Key differentiators: _______________

BUSINESS METRICS:
ARR/Revenue: $_____
Growth rate: _____%
Customers: _____
Headcount: _____

FUNDING & OWNERSHIP:
Last round: $_____  (Series ___)
Total raised: $_____
Key investors: _______________
Runway: _____ months

LEADERSHIP TEAM:
CEO: _______________ (background)
Other executives:
☐ _______________ - _______________
☐ _______________ - _______________
☐ _______________ - _______________

CULTURE HIGHLIGHTS:
☐ _________________________________
☐ _________________________________
☐ _________________________________

═══════════════════════════════════════
SECTION 2: ROLE DEFINITION
═══════════════════════════════════════

POSITION DETAILS:
Title: _______________
Reports to: _______________
Location: ☐ On-site ☐ Hybrid ☐ Remote
Direct reports: _______________
Team size (total): _______________

WHY THIS ROLE NOW:
[Explain business context and timing]
_________________________________
_________________________________
_________________________________

KEY RESPONSIBILITIES:
1. _________________________________
2. _________________________________
3. _________________________________
4. _________________________________
5. _________________________________

KEY DECISIONS THIS ROLE WILL OWN:
☐ _________________________________
☐ _________________________________
☐ _________________________________

CRITICAL FIRST-YEAR PRIORITIES:
☐ _________________________________
☐ _________________________________
☐ _________________________________

SUCCESS METRICS:
6-month success:
☐ _________________________________
☐ _________________________________

12-month success:
☐ _________________________________
☐ _________________________________

═══════════════════════════════════════
SECTION 3: CANDIDATE PROFILE
═══════════════════════════════════════

MUST-HAVE REQUIREMENTS:
(Eliminate candidates without these)
☐ _____ years in [function]
☐ _____ years in leadership role
☐ Experience at companies $___M - $___M
☐ Experience with teams of ___-___ people
☐ Track record of _______________
☐ _________________________________
☐ _________________________________

STRONGLY PREFERRED:
(Prioritize candidates with these)
☐ _________________________________
☐ _________________________________
☐ _________________________________
☐ _________________________________

NICE-TO-HAVE:
(Bonus, not required)
☐ _________________________________
☐ _________________________________

DEAL-BREAKERS:
(Automatic disqualification)
☐ _________________________________
☐ _________________________________

IDEAL BACKGROUND:
Industry experience: _______________
Company types: _______________
Role progression: _______________

TARGET COMPANIES:
(Where to source candidates)
Company           | Why Good Fit
------------------|------------------
                  |
                  |
                  |
                  |
                  |

═══════════════════════════════════════
SECTION 4: COMPENSATION & DETAILS
═══════════════════════════════════════

COMPENSATION PACKAGE:
Base salary range: $_____ - $_____
Target bonus: ___% of base
Total cash: $_____ - $_____
Equity: _____% - _____% (shares: _____)
Vesting: _____________________
Sign-on potential: $_____

BENEFITS HIGHLIGHTS:
☐ _________________________________
☐ _________________________________
☐ _________________________________

LOCATION REQUIREMENTS:
☐ Must be in: _______________
☐ Open to remote: _______________
☐ Relocation support: _______________
☐ Travel expectations: ___%

═══════════════════════════════════════
SECTION 5: PROCESS & TIMELINE
═══════════════════════════════════════

INTERVIEW PROCESS:
Round 1: _______________
Round 2: _______________
Round 3: _______________
Round 4: _______________
Round 5: _______________

INTERVIEWERS:
☐ _______________
☐ _______________
☐ _______________
☐ _______________

TIMELINE:
Target slate date: _______________
First interview: _______________
Final round: _______________
Offer target: _______________
Start date target: _______________

KEY STAKEHOLDERS:
Hiring manager: _______________
HR/Recruiting: _______________
Search firm: _______________
Board involvement: _______________

UNIQUE SELLING POINTS:
Why would a great candidate join?
☐ _________________________________
☐ _________________________________
☐ _________________________________

Search Brief Checklist

Section	Complete	Reviewed
Company overview	☐	☐
Role definition	☐	☐
Candidate profile	☐	☐
Compensation	☐	☐
Process & timeline	☐	☐

Search Timeline

Phase	Duration	Key Activities	Deliverables
Brief alignment	Week 1	Kickoff, finalize brief	Approved brief
Sourcing	Weeks 2-4	Build candidate pipeline	50+ names
Initial screens	Weeks 3-6	Recruiter conversations	10-15 qualified
Client interviews	Weeks 5-8	Deep evaluation	4-6 finalists
Finals & offer	Weeks 7-10	References, close	Signed offer
Onboarding prep	Weeks 8-12	Transition planning	90-day plan

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