Small pipelines, high stakes
Six candidates, not six hundred. Every profile is examined in detail and every rejection needs a reason.
All use cases
Executive Search
Discretion and evidence, in the same system.
Executive search runs long, involves few candidates and ends in a conversation where the client expects you to justify the recommendation. The two things that make it hard — confidentiality and the depth of assessment required — are exactly the things that push search firms back into spreadsheets.
Who this is for
Confidential by default
The client, the role and sometimes the existence of the search cannot be visible tenant-wide.
Long cycles
Months between briefing and placement, often outlasting the memory of the people involved.
Committee decisions
Multiple client-side stakeholders review the same shortlist and need to reach agreement.
Where executive search normally breaks down
Confidentiality forces work out of the system
When permissions cannot express 'this mandate, these three people', sensitive searches move to private documents — and lose every benefit of the platform.
Assessment depth is not reusable
Weeks of assessment produce a recommendation that exists as a conversation and a Word document, and cannot inform the next search.
Justification is improvised
The client asks why this candidate over that one, and the answer is assembled on the spot from memory.
Committee feedback fragments
Four stakeholders reply by email in four directions, and reconciling them falls to the recruiter.
How RayCruit supports it
Executive search is the use case that most demands both governance and explainability — which are the two things the platform is built around.
- 01
Restrict the mandate at creation
A per-mandate access list keeps the search inside the assigned team while remaining in the governed platform.
- 02
Structure the brief precisely
Non-negotiables become gates; the nuanced requirements become weighted criteria.
- 03
Assess in the workspace
Each pairing gets evaluation, matrix, interviews and feedback in one place that survives the length of the search.
- 04
Present anonymised first
Senior candidates are assessed by the client before any identity is disclosed.
- 05
Deliver the reasoning
The fit explanation gives the committee a criterion-level basis for discussion instead of an impression.
What changes
Confidential searches stay governed
No mandate has to leave the platform to stay discreet.
Recommendations hold up
The justification is documented as the assessment happens, not reconstructed afterwards.
Committees converge faster
Feedback recorded against the pairing replaces four email threads.
Continue across the platform
Placement work does not stop at one module. These parts of RayCruit connect directly to this one.
Governance, Permissions & Audit
Permission groups, confidential mandates, enterprise sign-in and an append-only audit trail.
Learn moreMatching & Matrices
Rule-based scoring across 12 dimensions and 90 criteria, with evidence on every line.
Learn morePlacement Workspace
The candidate × mandate workbench for evaluation, process, feedback and delivery.
Learn moreDocuments & Exports
Anonymised CVs, fit explanations, executive summaries and client booklets on your brand.
Learn moreTell us how your firm runs a search.
The demo is more useful when it follows your process rather than a generic one. Bring a live mandate and we will map it.