Engagement Models

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Hiring decisions carry real operational and leadership risk. Our engagement models are designed to adapt to the scope and urgency of your needs while holding constant what matters most: judgment, evidence, and long-term success.

Each engagement is led by a senior Searchlight partner who remains accountable for the quality of the hire from initial alignment through acceptance.

For leadership roles where impact, alignment, and durability matter.

This model is designed for VP-level and above roles where the cost of a mis-hire is high. We work directly with leadership to define what success looks like after the hire, assess candidates against real performance evidence, and surface risk before decisions are made.

Used when the role shapes outcomes, culture, or strategy.

Targeted support for critical roles.

This engagement provides flexibility for manager-level and specialized roles while maintaining disciplined evaluation standards. We align on expectations early and apply the same judgment-led approach used in executive search.

Used when speed matters, but decision quality cannot be compromised.

Senior recruiting judgment delivered flexibly.

This model provides experienced talent leadership on a part-time or embedded basis, without adding permanent headcount. We integrate with your team to support pipeline development, targeted searches, hiring strategy, interview discipline, and quality-of-hire improvement.

Best suited for growing or scaling organizations that need experienced judgment and execution support—not just resumes or volume recruiting.

Project-based talent with reduced administrative burden.

We identify, hire, and employ contract professionals through an Employer of Record structure, allowing you to move quickly on short-term or project-based needs while maintaining compliance and operational simplicity.

Used when speed and flexibility are required without long-term commitment.

Occasional access to exceptional talent.

When we encounter a rare, high-impact individual who may not align to an active search but represents a clear upgrade, we bring that opportunity forward selectively. This model allows organizations to hire exceptional performers at a reduced search investment.

Used sparingly, by design.

Engagement structure should follow clarity, not convenience. We help determine the appropriate model based on risk, scope, and desired outcomes—and adjust if conditions change.

If there is a better way to approach the decision, we will recommend it.

The right engagement model follows clarity—not the other way around.
If you’re facing a hiring decision that needs to hold up over time, let’s talk.