The initial broad list of potential candidates identified through research and sourcing, typically containing 20-50+ names before screening and qualification.
The long list represents the universe of potential candidates identified through talent mapping and sourcing activities. It typically includes both obvious candidates (well-known executives in the industry) and non-obvious candidates (executives from adjacent industries or functions who may bring transferable skills). Executive search firms present the long list to the client for discussion and calibration — the client provides feedback on individual names, validates the search direction, and helps refine the target profile. This collaborative calibration process ensures the search is aimed at the right talent pool before the firm invests heavily in candidate outreach and assessment. The long list is progressively refined through screening conversations into a short list of interviewed and assessed candidates.
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