Investment Banking Retained Search Recruitment Agencies

Senior banking hires often demand confidentiality, narrow market mapping, and direct access to passive candidates with proven deal leadership.

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Aidentifi

Aidentifi

Aidentifi is a Singapore‑headquartered boutique executive search firm focused on Private Equity, Strategy, Analytics, Finance and Corporate Development across Southeast Asia and the Middle East.

Company Size
2-10 employees
Location
Singapore
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Exec Capital

Exec Capital

Exec Capital is a regional executive search consultancy with offices in Singapore and Hong Kong specialising in banking, finance and senior leadership search.

Company Size
2-10 employees
Location
Singapore
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SPOTTED

SPOTTED

SPOTTED is a Tokyo-based recruitment and HR consulting firm (Spotted Recruit, Spotted Staffing) providing permanent, contract and retained search services to startups, VCs and multinational companies hiring in Japan.

Company Size
11-50 employees
Location
Japan
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XG Partners

XG Partners

XG Partners is a Japan-rooted global executive search firm specializing in finance and technology, delivering mid- and senior-level executive search and bilingual placements across Japan, Hong Kong and Singapore.

Company Size
11-50 employees
Location
Japan
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Danos Group

Danos Group

Danos Group provides global governance recruitment, executive search and consulting for Compliance, Financial Crime, Risk and Legal professionals.

Company Size
11-50 employees
Location
United Kingdom
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This page highlights some of the top recruitment agencies specializing in Investment Banking, offering Retained Search services. To explore more agencies and apply additional filters, visit the full agency marketplace.

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Frequently Asked Questions

Retained search is best suited to managing directors, sector heads, coverage leaders, and other senior hires where confidentiality and precision matter. It is less useful for broad junior hiring.

Because the relevant candidate market is small and relationship driven. Senior bankers often respond only to targeted outreach handled with strong discretion.

A retained mandate usually includes structured market mapping, longlist development, calibrated outreach, and regular feedback to leadership. Employers should expect a narrower and more strategic process.

Yes. Retained search is often chosen when replacing a senior banker, entering a new sector, or building a franchise quietly before public market visibility increases.

Reputation, sector credibility, and access to passive talent matter most. Employers should also look for disciplined candidate assessment and honest market feedback early in the search.