Retained executive search is an exclusive, dedicated engagement to fill one senior role, with the search firm paid in stages as the work moves forward. Karpel Associates runs renewable energy retained executive search for developers, manufacturers, utilities and investors across the US, concentrating on the leadership hires that carry the most weight.
What is retained executive search?
In a retained search, a company engages a single firm for a clearly defined leadership position. That firm commits research time and a full sourcing effort from day one, rather than forwarding whoever happens to be available this week. Fees are usually split into installments: one portion at kickoff, another at a milestone such as delivery of the shortlist, and the balance when the hire is made. We settle the fee for each search up front, so there are no surprises later.
Exclusivity is what makes the model work. Because we are the only firm on the role, we can approach people confidentially, map the entire market instead of the visible slice of it, and tell you plainly what the talent pool looks like. That candor is hard to get from a recruiter racing other agencies to submit resumes first.
Retained vs contingency search: which fits your hire?
Both models have their place. The right choice depends on how senior, sensitive and scarce the position is.
| Factor | Retained search | Contingency recruiting |
|---|---|---|
| Typical roles | VPs, C-level leaders, general managers, first-of-their-kind seats | Mid-to-senior managers and individual contributors |
| Exclusivity | One firm owns the search | Often several agencies or internal recruiters in parallel |
| When fees are paid | In stages across the engagement | Only once someone is hired |
| Market coverage | Full map of the field, including people not looking | Strongest among people already open to a move |
| Confidentiality | Built in, suited to quietly replacing an incumbent | Harder to control with multiple agencies involved |
| Best when | The hire will shape strategy, funding or growth | You need speed for a well-defined profile |
If your opening is a manager or senior specialist rather than an executive, our clean energy contingency recruiting service may suit you better.
Which renewable energy roles call for a retained search?
We recommend the retained model whenever a mis-hire would set the business back by a year or more. Typical examples include:
- A VP of development who must turn an early-stage pipeline into projects that close financing
- A head of capital markets brought in ahead of a major raise
- A general manager to launch a new region, product line or technology
- A chief commercial officer asked to rebuild origination or sales
- Any leadership change where the incumbent does not yet know a successor is being sought
Appointments at the very top, such as CEO, CFO and president, involve boards and investors and need extra care. Our C-suite and senior leadership search page explains how we handle those mandates.
Why a specialist retained search firm finds better leaders
Generalist firms often rebuild their renewable energy contacts from scratch for every assignment. We begin with a proprietary pool of 40,000-plus renewable energy candidates and 30,000+ LinkedIn connections, assembled over Stacey Karpel's 15+ years recruiting solely in this sector. Around 80% of our placed candidates never appeared on any job board, which is exactly why a mandate that lets us approach them directly pays off.
Specialization also shows in how we screen. We guarantee a minimum 90% skillset match for every candidate we present, measured against the profile we build together, and you interview a final group of three to five instead of wading through dozens. Along the way we share compensation benchmarks and market insights so your offer lands where it should. The results hold up: offers we extend are accepted 98% of the time, our candidate retention rate is 94%, and searches close in an average of less than 28 days. In one case, a Director of New Markets we recruited added $5M in annual recurring revenue.
Every engagement follows the same four steps, from the first discovery call through placement and follow-up. Long-term clients include Schneider Electric, SunPower, American Water and Engie, and we recruit in every major clean energy sector, from solar developers and manufacturers to utilities and storage.
Start a retained search with us
Describe the role, what is at stake and when you need someone in the seat. We will give you a straight read on the market and outline our plan for the search. Book a discovery call with Karpel Associates.