The top executive search firms in the US differ less in brand than in where their work concentrates: board and CEO succession, technology and AI leadership, healthcare, or multi-role programs for growth companies. Choosing well starts with matching the firm to the role.
This guide features ten established executive search firms, listed in alphabetical order. It is written for HR leaders, CEOs, and board members comparing search partners, and it serves as a starting point for research rather than a ranking.
[Table 1]
How These Firms Were Selected
Firms were selected on three criteria:
- Board and C-suite orientation, including CEO succession, board recruiting, and leadership advisory
- Sector depth across technology and AI, healthcare, financial services, industrial markets, and private equity portfolios
- Execution model, covering research capability, candidate access, and assessment practice
What Is Changing in Executive Hiring in 2026
AI fluency is becoming a baseline expectation for senior leaders. Executive mandates now regularly include AI adoption and governance alongside growth targets.
Boards are also tightening governance expectations. Succession depth and board composition remain priorities, and AI has moved onto the board agenda. In the National Association of Corporate Directors' 2025 survey, 62% of public company directors said their board sets aside time for full-board AI discussion, up from 28% in 2023.
Search outcomes are judged more like business outcomes. Stakeholders expect clearer role scorecards and stronger evidence at the finalist stage, especially for transformation leaders.
Top 10 Executive Search Firms (In Alphabetical Order)
1. Christian & Timbers
Christian & Timbers runs retained executive search for technology, AI, and C-suite leadership, drawing on more than 40 years in executive search and over 5,000 C-suite searches. Its mandates include CEO, CTO, CPO, Chief AI Officer, AI Director, Chief Data Officer, and cybersecurity leadership roles.
Best fit: Organizations hiring leaders whose mandate includes AI adoption, platform strategy, or cybersecurity.
2. DHR Global
DHR Global runs executive search and leadership consulting across multiple industries through offices in the Americas, Europe, and Asia-Pacific. Its work often covers multi-role hiring for growth companies.
Best fit: Mid-market and enterprise searches, including PE-backed companies hiring several leaders on a compressed timeline.
3. Diversified Search Group
Diversified Search Group runs board and executive searches with an emphasis on diverse candidate slates and stakeholder trust.
Best fit: Board builds and visible CEO appointments in stakeholder-heavy environments.
4. Egon Zehnder
Egon Zehnder combines executive search with leadership advisory, with a focus on leadership selection and succession.
Best fit: Board and CEO succession processes that rely heavily on leadership assessment.
5. Heidrick & Struggles
Heidrick & Struggles works on CEO, board, and enterprise functional leadership searches and brings leadership advisory into the process.
Best fit: Enterprise transformations where leadership team composition and assessment are both in scope.
6. Korn Ferry
Korn Ferry pairs executive search with assessment and leadership development, along with compensation benchmarking.
Best fit: Public and large private companies running recurring leadership hiring across functions and regions.
7. Russell Reynolds Associates
Russell Reynolds Associates runs C-suite and board searches alongside leadership advisory across global markets.
Best fit: Complex C-suite roles with cross-border scope and board-level succession planning.
8. Spencer Stuart
Spencer Stuart focuses on board and CEO work, and its research, including the annual US Spencer Stuart Board Index, ties it closely to governance and board composition.
Best fit: CEO succession and board director recruiting for high-visibility transitions.
9. True
True recruits technology and product leadership, including data roles, for growth-stage and enterprise companies.
Best fit: Digital and technology leadership searches in fast-moving candidate markets.
10. WittKieffer
WittKieffer specializes in healthcare and higher education, along with other mission-driven organizations.
Best fit: Health system and academic medicine leadership, along with university president and provost searches.
How to Choose an Executive Search Firm
Start with role architecture
A title like COO or Chief AI Officer can describe very different jobs. Before choosing a firm, settle the value creation thesis and the operating environment, then define the executive's decision rights. Firms that help sharpen the scorecard early tend to produce better slates.
Match sector depth to talent scarcity
In dense talent markets, broad global platforms work well. In scarce markets such as AI, cybersecurity, or frontier technical leadership, specialization matters more. For public company board and CEO succession, look for firms with established governance and board recruiting practices.
Test the assessment model
Ask each firm which assessments it runs and when, and how it tests decision-making under ambiguity.
Evaluate how the firm closes
Many searches fail late because of misaligned expectations or compensation. Ask who owns candidate relationships day to day and how the close plan is structured from the first week.
Watch for red flags
- Role definitions that change every week
- Slates that look strong but do not match the scorecard
- Thin referencing or limited evidence at the finalist stage
- Unclear stakeholder management when boards or investors are heavily involved
Frequently Asked Questions
What is the difference between executive search and contingency recruiting?
Executive search is a retained, research-driven process for senior roles where confidentiality and assessment matter most. Contingency recruiting is paid on placement and suits roles where speed and volume matter more.
What do executive search firms charge in the US?
Retained executive search typically costs 25% to 33% of first-year cash compensation, paid in stages through the search. Engagement letters should be reviewed for off-limits terms and replacement provisions.
How long does a C-suite search take in 2026?
Most C-suite searches take 60 to 120 days. AI-related leadership roles often take longer because the candidate pool is smaller and diligence expectations are higher.
How do executive search firms use AI?
Firms use AI for market mapping and research efficiency, while candidate evaluation and closing remain human-led.
Contacting Christian & Timbers
Organizations planning a CEO, board, or AI leadership hire can contact Christian & Timbers at hello@christian-timbers.com to discuss the search.