The decision to move at a senior level

Changing firms at senior level is never a small decision. Beyond headline salary, it often comes down to alignment – between personal ambition, equity opportunity, and the business you’re building within.

At H&P Executive Search, we regularly speak with experienced recruiters weighing up their next move. Many are approached weekly by competitors, yet few pause to assess whether moving is genuinely in their long-term interest.

“If you’re fairly remunerated and have a clear path to equity, staying put might be your best move,” says Harry Elkington, COO at H&P. “But if those things aren’t clear or consistent, that’s when it makes sense to explore the market.”

1. Know what “fair remuneration” really means

Senior recruiters are often told their package is “competitive”, but what does that actually look like?

In most executive search firms, a fair structure will include three elements:

• Base salary – aligned with experience and individual billing performance.
• Commission – typically around 30% at a senior level, depending on thresholds.
• P&L or management override – 5–10% of team performance after a threshold is standard.

If any of these are missing or unclear, you may not be rewarded in line with your contribution.

2. Don’t overlook equity – but ask the right questions

Equity participation can be the most attractive part of a senior package, but also the least transparent.

Many firms use long-term share schemes that pay out only after ten years, or link equity to arbitrary conditions. That lack of clarity can be risky – especially for leaders investing their prime years into a business.

“Equity should reward loyalty without locking you in indefinitely,” says Elkington. “Transparency is key – you should know exactly how and when value is realised.”

3. Benchmarking beyond pay: growth, culture, and impact

When senior talent does move, the decision is rarely driven by pay alone. The most common reasons we hear are:

• Lack of strategic direction or investment in your function
• Limited autonomy or outdated processes
• Culture that rewards short-term wins over sustainable growth

In today’s market, the best firms combine clear commercial goals with supportive leadership and tangible growth plans – giving senior talent the ability to shape, not just deliver.

4. A smarter approach to equity at H&P

To address the risk that comes with traditional long-term schemes, H&P operates an Enterprise Management Incentive (EMI) model.

Instead of waiting a decade for a potential exit event, senior leaders receive annual payouts tied to business performance. This creates shared ownership and accountability – without the uncertainty that can come with opaque equity promises.

It’s an approach designed to balance ambition with fairness, rewarding those who drive growth each year.

5. When to consider a move

If you can answer “yes” to these questions, you may already be in the right place:

• Are you fairly remunerated across salary, commission, and management override?
• Is your equity scheme clear, realistic, and rewarding?
• Do you have a platform to grow – commercially and personally?

If not, it might be time to explore what else is out there. Even one conversation can help you benchmark where you stand.

Speak to us

H&P Executive Search partners with senior recruiters and business leaders across executive search, financial services, legal, and engineering markets. Whether you’re exploring your next move or want an impartial view on remuneration and equity, our leadership team can help you navigate your options confidently.

Contact us for a confidential discussion.