A senior search commonly runs for several months from brief to start date, and notice periods are often the longest single part. The ranges below are indicative and vary by role, country and client.
How long does an executive search take in total?
From the signed brief to the day the new executive starts, a senior search commonly takes between four and nine months. The search itself, from brief to accepted offer, commonly takes between three and five months, and the rest is notice.
These are indicative ranges rather than promises. The real timetable depends on the role, the countries involved, how quickly the client gives feedback and the notice the chosen candidate owes.
The brief
Agreeing the brief usually takes one to two weeks. It covers the purpose of the role, the results expected, the reporting line, the location, the pay structure and the profile of the person, and it is also when who will interview and how decisions will be made tends to be settled.
A clear brief saves time later, while a brief that changes after the search has started is a common reason for delay.
Mapping the market
Mapping the market typically takes two to three weeks. The firm lists the companies and people who might fit, sorts them against the brief and agrees with the client which to approach first.
For searches across several countries, mapping can take longer, because each market has its own employers, titles and sources.
How long does the approach take?
Approaching candidates usually runs for three to six weeks. Senior people are contacted in confidence and many reply within days, though some take weeks to find time for a first conversation and some will decline. The firm keeps approaching until there are enough people to assess.
Candidates in different time zones, or with travel-heavy roles, can take longer to reach.
Assessment
Assessment normally takes two to four weeks, and it overlaps with the approach. The firm interviews each candidate against the brief and checks the facts on the CV, and for site and operating roles it also asks about scale, safety and results in numbers.
The stage ends with a written view of each candidate.
The shortlist
The shortlist is usually presented between six and ten weeks after the brief is agreed. It is normally three to five candidates who can be compared against the same brief, and presenting it takes a few days once assessment is complete.
How long do client interviews take?
Client interviews commonly take two to six weeks. The range is wide because it depends on diaries: senior interviews often involve several people, and for roles overseas they may be arranged around travel. Candidates may need a second or third meeting, or a visit to the site.
References and the offer
Reference checks usually take one to two weeks and can run alongside the final interviews. The offer stage, including the discussion of terms and the written contract, commonly takes one to three weeks, and approvals inside the client, such as board or shareholder sign-off, add time.
Why are notice periods the hidden part?
After the offer is accepted, the candidate must usually work out a notice period with the current employer, which can be longer than the whole search. Notice is set by the candidate's contract and by local law, and senior contracts often set it above the legal minimum.
Some official positions can be checked. In Singapore, if the contract states no notice period, the Employment Act sets a default based on length of service, from one day to four weeks, although contracts for senior staff usually state their own notice period. In the UAE, Article 43 of the Labour Law provides that notice must be not less than 30 days and not more than 90. In India and Indonesia, notice for senior staff is usually set by the employment contract, so the contract and local advice are the places to look. These rules change from time to time, so the official pages listed below are the ones to rely on.
A candidate may also have deferred bonuses, handover duties or a garden leave clause, and each of these can move the start date. They are usually worth raising before the offer rather than after.
What slows a search down
Common causes are a brief that changes mid-search, slow feedback on candidates, too many people involved in interviews, an unclear pay range, a requirement that the person relocate, and delays in internal approval of the offer. Work permits for a foreign hire add further time, and the length depends on the country.
A candidate's own timetable also matters, since people may need time to decide, to talk to family, or to complete a project before leaving.
How can a client keep a search on schedule?
Searches tend to stay on schedule when the brief and the interview panel are agreed at the start and interview dates are fixed early. Clients who give feedback within a few days, settle the pay range before the first approach and ask about notice and permit requirements at the first meeting with each candidate usually avoid most of the delays described above.
Questions clients and candidates ask
Can an executive search be done in under two months?
The search stages can occasionally be short, but a start date within two months is only possible if the chosen candidate has a short notice period or is available.
Does the search stop while the notice period runs?
The search itself is complete once the offer is accepted. The firm normally stays in touch with the client and the candidate through notice and the start.
Who decides the notice period?
The candidate's current contract and local law decide it. The new employer can ask the current employer to release the candidate earlier, but it cannot require it.
Do work permits add time?
For a foreign hire they can, and how much depends on the country and the type of permit. Clients usually take advice on this early.
Sources
To discuss a search, write to teamsg@maxima.com.sg.
We assess every candidate on experience and ability alone. We follow Singapore’s Tripartite Guidelines on Fair Employment Practices and the Fair Consideration Framework, and we already work to the standard of the Workplace Fairness Act 2025. We never charge candidates a fee. How we hire fairly