Engagement Models

Flexible Engagement Models Built Around Your Needs

We offer three distinct engagement structures designed to match the urgency, complexity, and scope of your leadership challenge.

Most Comprehensive

Retained Search

Our flagship engagement model for board, C-suite, business-line and mission-critical leadership roles. Retained Search provides disciplined market coverage and a structured process from leadership brief through placement and transition.

Dedicated search leadership
Comprehensive market mapping
Behavioral and cognitive assessment where relevant
Confidential, permissioned candidate presentation
Interview, reference and offer support
Onboarding and transition follow-through

Best for

Board Members, C-Suite, Fintech-Related CEOs, and EVP leadership roles

For Growth Phases

Strategic Team Build

Strategic Team Build is designed for organizations creating, rebuilding or repositioning an interconnected leadership team. The unit of design is the team and capability map—not a collection of unrelated requisitions. We translate the business direction into leadership architecture, role sequencing and coordinated search execution.

Strategy-to-talent mapping
Team and role architecture
Role sequencing and critical-path planning
Coordinated multi-role market mapping
Leadership-interface and decision-right design
Phased selection and onboarding
Portfolio-level executive reporting

Best for

New market entry, specialty-lending builds, portfolio companies, leadership-team rebuilds and material operating-model change.

Mainlynk Partnership

A Mainlynk Partnership applies when talent is part of a broader lending-capability or operating-model build.Mainlynk defines the business, lending, technology, AI-work and governance architecture within its approved scope. Doherty Search Partners translates that approved architecture into leadership requirements, team design, talent intelligence and search execution.Search is separately scoped and contracted. Mainlynk relationships, technology decisions, membership status and Network economics do not influence candidate evaluation or presentation. Clients remain free to select another talent provider.

Leadership architecture tied to the approved capability design
Multi-phase search across a coordinated build
Relationship-led, digital-led, platform-enabled or hybrid leadership requirements where relevant
Leadership assessment and succession planning
Compensation benchmarking for new or unfamiliar roles
Approved interim or fractional executive leadership where appropriate

Best for

Banks, credit unions and lenders building or materially redesigning a lending capability, vertical, distribution model or operating platform.

Client Portal in Development

Doherty Search Partners is developing a governed client experience for search collaboration and candidate-approved anonymized leadership discovery. The portal is not yet available. Current client work continues to be managed directly through the assigned Doherty Search Partners team.

Discuss a Leadership Need

Not sure which model is right for you?

Schedule a consultation and we'll recommend the engagement structure that best fits your situation.

Schedule a Consultation Our Executive Search Services