Executive Search Recruitment
Researchers
for executive search firms
Timberseed recruits graduate and experienced Researchers for executive search firms in London and New York, from specialist boutiques to global firms.
For many people, research is the first step into executive search. For firms, it is a critical part of the delivery team: mapping the market, identifying talent and moving searches from brief to shortlist. Hiring at Associate, Consultant or Principal level? See our Delivery Consultants page.
The role
What does a Researcher do?
The exact role varies by firm, but Researchers typically work across:
- Market mapping and competitor research
- Building longlists and target-company lists
- Identifying and approaching candidates
- Screening and qualifying candidates
- Supporting Associates and Consultants on live mandates
- Managing research and project information across multiple searches
At some firms the role is heavily research-led. At others, Researchers get involved much earlier in candidate conversations and wider search delivery.
A good Researcher is thorough and pays close attention to detail. They don't rely on the obvious routes to find people. They look for other ways in and keep digging until the market is properly covered. They're curious and proactive, and they take initiative rather than waiting to be told exactly what to do.
The common mistake
Where do firms get the hire wrong?
The most common mistake is hiring the person who interviews best rather than the person who can actually research.
Busy search teams rarely have time for a thorough end-to-end hiring process, so assessment can stay surface-level and lean too heavily on how well someone presents. It's easy to hire someone who sells themselves well but lacks the attention to detail, resourcefulness and research ability the job needs.
The screen
What do we look for in a Researcher?
Academic background
For most graduate Researcher roles, a 2:1 from a Russell Group or other top university, or equivalent, is the usual benchmark and often a firm requirement.
Beyond academics, we look at internships, extracurricular activities and languages: anything that shows initiative, broader experience and the ability to operate confidently in different environments.
Communication and credibility
Preparation is a big part of it. Strong candidates have researched the firm, know who they're meeting and come with thoughtful questions. We look at how well they listen, how clearly they explain their thinking and whether they can hold a natural conversation without sounding rehearsed.
The key question is whether we'd trust them to represent the firm in a first conversation with a senior candidate. That means explaining a role clearly, asking relevant follow-up questions, handling pushback without getting flustered and leaving the candidate with confidence in the firm.
Commercial understanding
We look at how quickly someone gets to grips with a new firm, market or role. Strong candidates do their homework, make sensible connections between companies and people, and can explain why someone is relevant rather than matching keywords or job titles.
Drive and resilience
We look for evidence, not someone saying they're ambitious. That might be balancing work with university, internships, competitive sport, building something of their own, or any time they've had to stay committed through setbacks.
How does the role differ at a boutique and a global firm?
At a boutique, Researchers often have broader exposure across the search process, work more closely with Partners and take on a wider range of tasks. There's usually more variety across mandates, and responsibility comes faster.
At a larger global firm, the role is usually more structured, with clearer processes, formal training, established research tools and bigger support teams. Researchers may specialise by sector, function or stage of the search.
The right fit depends on whether someone thrives in a broad, hands-on environment or prefers structure and defined progression.
Compensation
What do Researchers earn?
Pay varies significantly with experience, location, firm type and bonus structure.
With a network of 20,000+ search professionals, we can benchmark a Researcher or Research Associate hire against the market. Tell us the level, location and type of firm and we'll give you a view.
Ask for a benchmarkHow we work
How do we recruit Researchers?
The same Researcher won't suit every firm. A graduate joining a structured global firm needs something very different from an experienced Researcher joining a small, Partner-led boutique.
We start by understanding the role, the team and what progression should look like. We interview every candidate against the criteria above before we put them forward, so you see people who can do the job, not a long list of matching job titles. On average, that means 3 CVs and 2.5 interviews per placement.
Hiring for your search firm?
Hiring a Researcher?
Tell us the practice area, location and whether you need a graduate or experienced Researcher. We'll come back with a view on the market and who's available now.
Key facts
How we measureRetention
96% still in role at the end of probation
Timeline
Graduate hires average 10 days from brief to offer
Shortlist
3 CVs and 2.5 interviews per placement
Network
20,000+ search professionals in our network
FAQ
Common questions
Talk to us about a Researcher hire
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