CFO & Finance Director Search Fees — Transparent UK Pricing
Why we offer flexible search options
Written by Ray Nicholls, Founder, Pitch Hill Partners, April 2026
Before we dive into the different pricing options, I want to give you a bit of context.
The traditional search model is a retainer plus a completion fee — and it absolutely has its place. But the world has changed. Budgets are tighter, teams are leaner, and businesses want a level of flexibility and transparency that the old structure doesn’t always offer.
So rather than forcing every client into one model, we’ve built a range of options — from simple job-advert support right through to full executive search — so you can choose what’s right for your business right now.
It’s part of our commitment to being the most trusted partner in CFO search: clear pricing, honest advice, and a structure that genuinely meets you where you are.
All four options are available for CFO, Finance Director, Financial Controller and senior FP&A searches across the UK. If you're not sure which level of support is right for your situation, take our role selector tool →or get in touch → for a no-obligation conversation.
How are executive search fees calculated?
Search firms charge a percentage of the successful candidate's guaranteed first-year earnings — basic salary, car allowance, and any guaranteed bonus. The percentage varies by the type of recruiter you engage and the service you need, but is typically 33.3%.
How are interim fees charged?
For interim hires, recruiters usually charge a percentage of the candidate's day rate, typically around 30%. Some recruiters also run payroll, which carries an administration fee, so total fees can be higher. It is worth asking which model applies before you engage.
Why do recruiters' fees vary so much?
Largely because of how they source. Some rely purely on advertising, which means selecting only from candidates who are actively looking right now. A retained search reaches people who are not on the market — which is where most senior finance talent sits at any given moment. You are paying for access, not administration.
What is your rebate policy if the hire doesn't work out?
We stand by our process. If a placed candidate leaves early, we’ll replace them free of charge.
Ultimately, you still need someone in the role — and we’ll make sure that happens.
Is a cheaper search better value?
There is a close link between value creation, quality and cost. The more useful test is whether the impact the hire will have on the business is proportionate to the fee. A poor CFO hire costs far more than the difference between two search fees.
Whether you need a compelling job advert or a full executive search, we offer flexible options to fit your hiring needs.
Option 1
Writing a compelling job description and job advert
We’ll craft a role brief that resonates with the market and write a job advert for your website, LinkedIn and job boards.
Includes an initial Teams call and face-to-face meeting with your stakeholders.
(£2,000 + VAT)
Option 2
Advertise on your behalf using our branding job advert
We’ll write your job advert and run it through the Pitch Hill Partners LinkedIn recruiter page.
You’ll receive all applicant responses daily to follow up directly.
(£4,000 + VAT)
Option 3
Advertise and Select
We’ll write and advertise your job, review all applications, and forward only the most relevant, high-calibre candidates.
We’ll manage responses to unsuccessful applicants, saving you time and keeping your brand reputation strong.
(£10,000 + VAT)