Every hiring decision carries a different level of consequence.
Some roles need to be filled quickly.
Others require careful market engagement, structured assessment and senior-level oversight.
The difference often comes down to risk.
TALK TO A SEARCH CONSULTANTAt Connexus, we support Irish businesses through structured search models designed to match the complexity and impact of each assignment.
Whether the requirement is a clearly defined hire or a senior leadership appointment, our approach combines disciplined market mapping, targeted candidate engagement and accountable candidate evaluation.
The goal is simple: to ensure leadership teams can make hiring decisions with clarity and confidence.
Search assignments successfully completed
Offer Acceptance rate
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Not every hire requires the same level of search structure.
Some assignments require focused delivery within a defined talent pool.
Others require deep market mapping, confidential engagement and a structured evaluation process.
Connexus offers four engagement models designed to match the level of support required. Each model provides a different level of partnership, market coverage and strategic involvement.
EXPLORE OUR SOLUTIONSSearch is a structured recruitment solution designed for clearly defined roles where the talent market is relatively straightforward. It shortens the time to hire while maintaining accountability throughout the process.
Unlike high-volume recruitment approaches, project-based search focuses on quality of engagement rather than quantity of CVs, ensuring that candidates are properly evaluated before being introduced to the client.
Search assignments typically focus on mid-level leadership and specialist roles where targeted market engagement can produce strong results quickly.
Best suited when:
DISCUSS A SEARCH
Exclusive search creates a single-partner relationship between Connexus and the hiring organisation.
Working exclusively allows us to represent the opportunity consistently across the market while dedicating more time and resources to the assignment.
Exclusive search improves candidate experience and ensures that potential candidates receive a clear and credible representation of the opportunity. Exclusive search does not necessarily require the full structure of retained search.
Best suited when: DISCUSS AN EXCLUSIVE SEARCH
Retained search is designed for high-impact or confidential appointments where the cost of mis-hire is significant.
These assignments typically involve senior leadership roles, specialist expertise or situations where market credibility and discretion are essential.
Retained search includes full market mapping, proactive engagement and a structured candidate evaluation process. Throughout the assignment, Connexus works closely with leadership teams to ensure that both technical capability and organisational alignment are properly assessed.
Retained search is commonly used for executive appointments, senior leadership roles and strategically important hires.
Best suited when: DISCUSS A RETAINED SEARCH
For organisations with sustained hiring demand, Connexus can operate as an embedded talent partner.
This model provides ongoing support for businesses experiencing growth, transformation or a consistent need for leadership capability.
Rather than approaching each role as a standalone assignment, the subscription model is built on a long-term hiring partnership that allows Connexus to build deep knowledge of the organisation and deliver consistently across multiple roles.
This model allows leadership teams to access talent more efficiently while maintaining consistency in candidate quality and market positioning.
Best suited when: DISCUSS A SUBSCRIPTION PARTNER
Every organisation faces different hiring challenges.
Some assignments require more targeted and focused sourcing, while others demand deeper market engagement and strategic oversight.
The comparison below provides a high-level overview of how Connexus search models differ.
| Search | Exclusive Search | Retained Search | Subscription Talent Partner | |
|---|---|---|---|---|
| Level of Partnership | Defined assignment | Dedicated partnership | Senior-led strategic search | Embedded talent partner |
| Ownership | Recruitment Consultant | Consultant + Director oversight | Talent Director ownership | Talent Director ownership |
| Market Coverage | Targeted search | Expanded sourcing | Full market mapping | Continuous market mapping |
| Candidate Qualification | Structured screening | Enhanced vetting | Psychometrics + references | Psychometrics + reporting + EVP insight |
| Priority Level | Allocated time | Priority | Immediate priority | Immediate priority |
| Duration | 3 months | 3 months | 6 months | 12 months |
| Best Suited When | Risk is manageable | Role has visible impact | Mis-hire risk is significant | Hiring influences long-term strategy |
