By Tim Viands · October 2026
Most executive search firms charge a percentage of the new leader's first-year compensation, commonly 25 to 35 percent, and published university and K–12 search contracts often set the fee at about one-third, plus expenses and a minimum fee. For a Head of School earning $250,000, a one-third fee would be roughly $83,000 before expenses. Some firms, including IndySchool Consultancy, instead charge a flat fee based on the type of search, so the school knows its full investment before the search begins. Whatever the model, the real comparison is not fee versus no fee: an internally run senior search typically absorbs $60,000 to $100,000 or more in staff and committee time, and a failed hire costs far more.
What fee models do search firms use?
Percentage of first-year compensation (retained search). The most common model in executive search. The firm charges a share of the new leader's first-year cash compensation, often about one-third, usually paid in installments, plus expenses. The final fee isn't known until the offer is set, and it rises with the salary.
Flat fee (retained search). The firm charges a fixed amount set at the start, based on the type of role. The school's cost doesn't change with the salary it negotiates, and there is no incentive to push compensation higher.
Contingency. The firm is paid only if a candidate is hired. This is rare for Head of School searches, because contingency firms tend to send résumés rather than run a full process.
Consulting or hourly support. Some schools run their own search and pay a consultant for parts of it, such as writing the leadership profile or checking references.
What should a search fee include?
For a Head of School search, a full-service retained fee should cover:
Search readiness and listening sessions with the board, faculty, staff and families
A written leadership profile and position announcement
National outreach, including to leaders who are not actively looking
Screening, interviews and full reference and background work before candidates reach the committee
Committee preparation and facilitation of semifinalist and finalist interviews
Finalist campus visit design
Advice on the offer, contract and announcement
Transition support for the new Head
What costs are often extra?
Ask every firm, in writing, whether these are included or billed separately:
Consultant travel for campus visits
Finalist travel to campus (usually paid by the school)
Background checks and credential verification
Job advertising on paid boards
Assessments or psychometric tools
An administrative or "indirect expense" fee, often a percentage of the main fee
Is a search firm worth the cost?
For a Head of School, usually yes. Consider the alternatives:
An internal search isn't free. ISC's analysis finds internally managed senior leadership searches routinely absorb $60,000 to $100,000 or more in institutional cost. A 12-person committee logging 80 hours each spends 960 hours, before senior staff time is counted.
A failed hire is the most expensive outcome. Severance, an interim leader, a second search, and lost enrollment and donor confidence can cost several times any search fee. NAIS reports a median Head of School tenure of just five years.
Reach matters. Many of the strongest candidates are not looking and only respond to direct outreach from someone they trust.
What questions should a board ask about search fees?
Is the fee a percentage of compensation or a flat amount? If a percentage, of what: base salary or total cash compensation?
What is included, and which expenses are billed separately? Is there a cap on expenses?
When are payments due?
What happens if the search does not produce an appointment?
What support do you provide if the new Head leaves early?
Who will actually run our search, and how much of their time will we get?
How does IndySchool Consultancy price a search?
ISC charges a flat fee based on the type of search, with no commissions tied to the new leader's salary and no membership or initiation fees. Our pricing is transparent and all-inclusive, so your board knows its full investment before the search begins. Every search is led by a former Head of School or senior administrator and ends with five or six deeply vetted finalists. Contact us for the fee for your specific search.
Frequently Asked Questions
What percentage do executive search firms charge?
Commonly 25 to 35 percent of the new hire's first-year compensation. Published university and school-district search contracts often set the fee at about one-third of first-year cash compensation, plus expenses, with a minimum fee.
Do search firms charge a flat fee?
Some do. A flat fee is set at the start based on the type of search and does not rise with the new leader's salary. IndySchool Consultancy uses a flat-fee model.
Who pays for finalists' travel during a Head of School search?
Usually the school. Confirm with your search firm which travel costs are included in the fee and which the school pays directly.
Is it cheaper to run a Head of School search ourselves?
Rarely, once staff time is counted. ISC's analysis finds internal senior searches absorb $60,000 to $100,000 or more in institutional cost, and they usually reach a narrower pool of candidates. If your board is weighing its options, I would be glad to walk you through what a search would cost and include, with no obligation. Start the conversation here.
Tim Viands is the founder and President of IndySchool Consultancy. He served as a Head of School for 12 years and has worked in independent schools for 25 years.
Related reading: Should a School Run Its Own Leadership Search? · What Does a Bad Head of School Hire Cost a School? · Leadership Search FAQ
Sources: ISC, The Hidden Cost of "Doing It Ourselves" (2026); NAIS, What Heads Want Board Chairs to Know (2025); published search contracts reported in the press, e.g., News Tribune, Sept. 2021; The Pricer, executive recruiter fee guide.