# Retained Executive Search Singapore — Hire With Clarity

For critical roles where the passive market is the only market. We map the field, build the case, and place with certainty.

Executive placement · Niche specialisms · Regional search · Full transparency

## When to Use Retained

- **Niche Positions** — Highly specialised roles where active candidates simply don't exist.
- **Executive Level** — Directors and VPs who require a targeted, persuasive approach to move.
- **Regional Reach** — Mandates that require a wide geographical search, spanning APAC, EMEA and beyond.

## How We Work

1. **Search Ethos** — We don't rely on a vague representation of the market. For retained mandates, we go further. We build a complete picture of the talent landscape before a single conversation is initiated. Every search begins with data, not assumptions.
2. **Brief & Alignment** — All hiring stakeholders participate in a full briefing session. We define competencies, role objectives, and required industry background together. We map the role against the business, not just the job description.
3. **Employer Value Proposition** — We craft a bespoke Candidate Briefing Pack for every retained mandate, opening doors with passive candidates who aren't looking.
4. **Talent Sourcing & Market Mapping** — We define the Talent Addressable Market and go deeper: competitors, adjacent industries, transferrable skills. Every identified candidate, accepted or declined, is presented as live market data.
5. **Assessment & Shortlist** — Every candidate is assessed using a bespoke scorecard aligned to your criteria. Ader conducts all first-round interviews, competency, functional, and behavioural-led. You receive 3 to 5 fully qualified candidates.
6. **Weekly Calibration** — We meet weekly to examine pipeline status, market conditions, and search progress. If parameters need to shift, we revise together. No black boxes.
7. **Close & Onboard** — We manage the offer process and navigate competing interests. Our role does not end at placement; we stay in contact through the first 90 days.

## Contingency vs Retained

**Contingency** — success fee. Includes: market data report, talent sourcing strategy, qualification calls, shortlist presentation, offer management.

**Retained** — upfront fee plus a full-cycle search experience. Includes everything in contingency, plus: full stakeholder briefing, bespoke Candidate Briefing Pack, deep market mapping and reports, transparent list of candidates, competency/functional/behavioural-led assessments, bespoke candidate scorecards, weekly calibration meetings.

## For Hiring Companies

You're filling a role where the market is thin, the hire is senior, or the mandate spans borders. You need a partner who will commit the time, run the process, and give you full visibility at every stage — not just a shortlist when it's convenient, but a structured engagement from brief to onboard.

## FAQ

**What is the difference between retained and contingency search?**
Contingency search is paid only on a successful hire and suits active, mid-level roles. Retained search is an upfront, exclusive engagement for senior, niche, or critical roles, covering deep market mapping, a transparent list of candidates, and structured delivery from brief to onboard.

**When should I use retained executive search?**
Use retained search when the role is senior or niche, the strongest candidates are passive and not applying, or the mandate spans multiple APAC markets and needs dedicated time, market intelligence, and full process visibility.

**Which sectors does Ader Solutions recruit for?**
Ader Solutions specialises in Engineering and industrials, Lifesciences and Medtech, and Data Centres across Singapore and the wider APAC region.

## Contact

Start a search: jasper.loh@adersolutions.com