Updated September 2026
The main alternatives to Daversa Partners for startup executive hiring are other retained executive search firms, referral-led networks, recruiter marketplaces, an in-house talent lead, or a fixed-fee recruiting partner such as Funded.club. Daversa Partners is an executive search firm working with venture-backed and growth-stage companies, so the right alternative depends on the seniority of the role, how much of the search you can run yourself, and how you want the fee structured. Check each provider's own site for current pricing and terms.
Write the mandate before you speak to any search firm
Executive searches go wrong most often because the company has not agreed what the role is for. Before you compare providers, write a one-page mandate that your co-founders and board have signed off. It should cover:
- The outcome in 12 to 18 months. For example, "take revenue from founder-led sales to a repeatable team" or "rebuild the platform so we can ship weekly".
- What the person will own on day one. Budget, headcount, and which decisions stay with the CEO.
- Who they report to and who reports to them. A VP who inherits three people is a different hire from one who starts alone.
- Must-haves versus nice-to-haves. Keep the must-have list to three or four items. Long lists shrink the pool without improving quality.
A clear mandate makes every model work better, and it lets you test whether a search partner understands the role in the first call.
Not every senior hire needs the same model
Founders often reach for retained search for every title that starts with "VP" or "Head of". It helps to separate two kinds of senior hire:
| Situation | Model often considered |
|---|---|
| C-level hire at a later-stage company, with board involvement and a small pool of proven candidates | Retained executive search |
| First functional leader at Seed to Series B (first VP Sales, Head of Engineering, Head of Marketing) | Fixed-fee search, contingency or a network-led firm |
| Leader you want from a specific network of operators | Referral-led or network recruiting |
| Several senior hires at once after a round | Dedicated recruiter or embedded recruiting support |
Retained search commits a firm to one role, with fees usually paid in stages. Contingency charges a percentage of salary on hire. Fixed-fee recruiting agrees one set fee before the search starts. For a wider look at the models, read fractional recruiting vs RPO vs agencies.
Run an executive process candidates respect
Senior candidates judge your company by how you run the search. A few habits make a clear difference:
- Keep it to four or five conversations. CEO, a co-founder, one or two future peers, and a board member or investor.
- Use a working session, not a presentation. Ask finalists to work through a real problem with you, such as your next quarter's plan. You learn how they think and they learn how you work.
- Do backchannel references with consent. Speak to people who worked for the candidate, not only people they worked for.
- Share the hard facts early. Runway, burn, the cap table picture and what the last board meeting was worried about. Good executives ask anyway.
Role-specific guides: how to hire a CTO and how to hire a VP of Sales.
How fees compare at executive salaries
Percentage fees grow with the salary, which matters most at executive level. A worked example: for a $220,000 VP hire, a 20 to 25% contingency fee would be $44,000 to $55,000. At Funded.club, roles above $150,000 carry a fixed fee of $15,900 to $21,900, agreed before the search begins. Retained firms set their own structures, so ask any provider for the total fee for your salary in writing, including when each payment falls due. Our guide to recruiter costs for startups sets out the arithmetic.
Where Funded.club fits for executive hires
Funded.club is a fixed-fee recruiting partner for funded startups and fast-growing teams across North America, Europe and APAC. Founded in 2019, it has helped 500+ startups from Seed to Series D, and leadership searches sit alongside engineering, product, sales, marketing, operations and customer success roles.
- One dedicated recruiter runs the search end to end: sourcing, headhunting, screening and support through offer.
- First screened candidates within 7 days, 33 days average from kick-off to hire, and a 100% fill rate.
- Fixed fee by salary band, averaging 6 to 9% of salary. See pricing.
- Shortlist commitment. Part of the fee is an advance at the start, the balance when the candidate accepts the offer. If you don't receive at least 3 qualified candidates within 30 days, you can claim the advance back in full.
Frequently asked questions
What is Daversa Partners?
Daversa Partners is an executive search firm working with venture-backed and growth-stage companies. For its current services and terms, check the Daversa Partners website directly.
Do startups need retained search for their first VP?
Not always. Many Seed to Series B startups fill a first functional leader with a dedicated recruiter on a fixed fee or contingency basis. Retained search is more often chosen for C-level roles where the board is closely involved and the candidate pool is very small.
How much does a fixed-fee executive search cost at Funded.club?
For roles with a salary above $150,000, Funded.club charges a fixed fee of $15,900 to $21,900 per hire, agreed upfront. Part is paid as an advance when the search starts and the balance when the candidate accepts.
How quickly can an executive search produce candidates?
Timelines vary by role and market. Funded.club sends first screened candidates within 7 days of kick-off, and its average across searches is 33 days from kick-off to hire.
Worth a brief chat about your next hire? Book a free call.
Hiring after a funding round?
First candidates in 7 days. Fixed-fee, no commission.