When a company needs a general manager, a chief financial officer, or a chief operating officer for a mine, posting a job ad is rarely enough: the best candidates are usually already employed and don’t apply. That’s where headhunters in Lima come in—consulting firms that confidentially search for, evaluate, and approach professionals who are currently working at other organizations. The Lima market includes global firms, international networks with local partners, and Peruvian consulting firms, and not all of them target the same level of positions.
Best choice for medium-sized companies and subsidiaries: Wiseplan (89/100)
It is the only consulting firm in the ranking that publishes a step-by-step process (profile, recruitment, psychological and technical assessments, background and reference checks, and a report on finalists) along with a stated satisfaction guarantee. It serves professionals as well as middle and senior management, and allows clients to combine payroll outsourcing and labor law representation with the same partner.
Best choice for large corporations: Cornerstone (81/100)
It is the highest-rated competitor: it handles CEO, executive committee, and board of directors searches through Executive Search, and mid-level management positions through CL Selection, allowing a corporation to fill roles at various levels with a single firm. It complements these services with leadership programs, outplacement services, its Kuali technology suite, and a salary guide for senior positions.
Scores calculated using the methodology described below, based on public information reviewed in October 2026.
Wiseplan provides this service in Peru
We assist companies in Lima and other regions with talent search and selection. If you'd like to explore this option for your company, please contact us and we'll send you a proposal.
In this guide, we compare seven executive search firms with offices in Lima: what each one offers according to its official website, the levels they focus on, and the types of searches they’re best suited for. If you’d like to first understand how the headhunting process works step by step, check out our guide to hiring executives with a headhunter.
We include only consulting firms that offer executive or professional recruitment services and list an office in Lima on their website. We excluded firms whose services in Peru we could not confirm through our own sources. We evaluate each consulting firm based on six criteria, all of which can be measured solely using the public information the firm itself provides on its official website, weighted according to their impact on a search result:
How the score is calculated: Each criterion is rated on a scale of 1 to 5 (1 = not disclosed or disclosed only minimally; 3 = disclosed partially or in general terms; 5 = disclosed fully and specifically). Each score is divided by 5 and multiplied by the criterion’s weight; the sum yields a score ranging from 0 to 100. If a piece of information does not appear on the company’s official website, the criterion receives a low score: we do not assume the existence of services that are not published.
We do not include fees, the number of searches, or third-party clients: that information is not published in a verifiable manner and varies depending on each process. Nor do we evaluate compliance with Law 26772 (non-discrimination in job postings) or Law 29733 (personal data protection) as a scored criterion, because no consulting firm provides comparable details on its website; we address this in the checklist as a question you should ask each one.
Review date: October 2026. Websites change; if a company updates its offerings, the score may change in the next review.
The consulting firms are listed in descending order of score. For each one, we explain what it offers based on its official website and why it received its score. At the end, you'll find a comparison table, the score for each criterion, and a checklist to help you choose.
Wiseplan is a human resources consulting firm with an office in San Isidro that serves companies in Peru and abroad. Its talent search service covers professionals and executives at the middle and senior management levels. Each process includes profile definition, recruitment and pre-screening, psychological and technical assessments, background and reference checks, and a comprehensive report on finalists, with a satisfaction guarantee. To find candidates, the firm combines its proprietary database (WiseSearch), a network of executive contacts, job portals, and professional networks.
What sets it apart is that it offers payroll outsourcing, labor law advisory services, and HR consulting all under one roof, with experience in retail, mining, technology, and healthcare.
Ideal for: medium-sized companies and subsidiaries looking for managers and supervisors through a personalized process, and that value having recruitment, payroll, and labor matters handled by the same partner.
Why it scores 89/100: It receives the highest score for process because it publishes each stage (profile, recruitment and pre-screening, psychological and technical assessments, background and reference checks, and a report on finalists); for level range, because it covers professionals as well as middle and upper management; and for transparency, due to its stated satisfaction guarantee. It cites specific sources (the WiseSearch database, an executive contact network, job portals, and professional networks). In the Peruvian market, it scores a 3 because, although it has an office in San Isidro and experience in retail, mining, technology, and healthcare, it does not disclose the number of years it has been operating in Peru, as Amrop or Signium do; and in the “additional services” category, it receives a 4 because it offers payroll, labor advisory, and consulting services, but not board or succession services.
Cornerstone has an office in San Isidro and organizes its services into five units: Executive Search (“CEOs, executive committee members, and board members”), CL Selection for mid-level managers and specialized roles, Talent Solutions (leadership programs, training, and coaching), Outplacement & Career Services, and Kuali, its HR technology suite. It also publishes a salary guide for senior positions.
Suitable for: companies that want to fill positions ranging from senior management to middle management with a single firm and complement this with talent development.
Why it scores 81/100: It is the firm with the broadest range of services on the list: Executive Search for senior management, CL Selection for middle management, leadership and coaching programs, outplacement, and the Kuali technology suite, in addition to a salary guide for senior positions. That is why it receives the highest score in the “Levels” and “Additional Services” categories. Its score is lower in the “Transparency” category because it does not publish a replacement guarantee or details on the process deliverables.
Michael Page is an international recruitment firm with an office in San Isidro. It offers permanent recruitment for “leadership, management, and critical roles” and an Executive Search division that provides executive assessment, leadership and succession consulting, interim management, compensation data, and board member search services. It specializes in the following sectors: banking, finance and accounting, engineering and manufacturing, marketing, mining, construction, human resources, retail, supply chain, IT, and sales.
Suitable for: executive and functional management roles where it is important for the consultant to have expertise in the specific field, as well as C-level searches.
Why it scores 72/100: It covers leadership, management, critical roles, and C-level positions, with teams organized by specialty—including mining and construction—and offers executive assessment, interim management, compensation data, and board member search services. It ranks below Cornerstone because it does not describe its proprietary assessment tools in as much detail and, like the others, does not offer a guarantee.
Korn Ferry is a global organizational consulting firm with an office in San Isidro (Real Ocho Building). Globally, it positions itself as an executive search firm for top-level positions, relying on proprietary assessment tools and success profiles that define the competencies required for each role. Its Lima webpage also lists a Professional Search manager for Peru, indicating that it handles searches for professionals as well, not just top-level executives.
Suitable for: multinational corporations and large companies seeking senior executives through standardized assessment and compensation benchmarks.
Why it scores 70/100: It receives the highest score in the “Tools” category for its proprietary assessments and role-specific success profiles. It serves senior management and, according to its Lima page, also handles professional recruitment. Its local page does not specify the number of years it has been operating in Peru or the Peruvian sectors it serves, and it does not publish any guarantees or details regarding deliverables, which limits its score in the Peruvian market and transparency.
Stanton Chase is a global executive search firm with an office in San Isidro. For Lima, it offers Executive Search, Executive Assessment, Board Services, Succession Planning, and Executive Onboarding, and highlights its experience in mining, agriculture, oil and gas, consumer products, healthcare, and financial services.
Suitable for: senior-level executive searches that also require an assessment of the executive team or support with the new leader's onboarding.
Why it scores 63/100: It outlines the search process, executive evaluation, board of directors, succession planning, and onboarding, making it well-equipped to support the new leader after hiring (which is why it receives a 3 for process transparency—above average). It mentions key sectors for Peru, such as mining, agriculture, and oil and gas. Its focus on senior management lowers its score in the “range of levels” category, and it does not disclose its own tools or methodologies.
Amrop is an international executive search network. Its Lima office, located in San Isidro, describes itself as a retained search and leadership advisory firm founded in 1996, focused on “the C-suite and board level”—that is, senior management and board members. In addition to executive search, it offers board services, succession planning support, transition coaching, and executive assessment. Among the sectors it serves are consumer goods, manufacturing, mining, energy, oil and gas, retail, construction, agribusiness, and financial services.
Suitable for: searches for a CEO, executive committee members, or independent directors.
Why it scores 58/100: It is the consulting firm with the longest stated track record in Lima (founded in 1996) and lists a wide range of Peruvian sectors, which is why it receives the highest score for the Peruvian market. It offers board services, succession planning, transition coaching, and executive assessment. Its exclusive focus on the C-suite and boards lowers its score in the “levels” category, and its website does not detail the stages of the process, provide a guarantee, or offer proprietary tools.
Signium is an international executive search and leadership consulting network. Its Lima office is located in Chacarilla (Santiago de Surco), and its website indicates that it has been operating in the Peruvian market for more than 20 years. It describes itself as a client-focused boutique firm; its managing partner in Lima specializes in searches for directors, CEOs, regional managers, and functional managers. Its services include Executive Search, Board Services, and Leadership Consulting.
Ideal for: companies that prefer a boutique-style approach with access to an international network.
Why it scores 56/100: The firm has been operating in the Peruvian market for over 20 years and offers boutique-style service, specializing in searches for directors, CEOs, regional managers, and functional managers. Its service offerings (Executive Search, Board Services, and Leadership Consulting) are more limited, and its website does not describe the stages of the process, provide a guarantee, or mention any proprietary tools.
The table ranks consulting firms by score and summarizes what each firm states on its official website. It confirms the scope, timelines, and warranty included in each firm's proposal.
| Consultant | Score | Spotlight | Reported Services | Who It's For |
|---|---|---|---|---|
| Wiseplan | 89/100 | Professionals, middle and senior management | Search by reviews and references, warranty, payroll, employment consulting | Medium-sized companies and subsidiaries that want a single HR partner. |
| Cornerstone | 81/100 | Senior management and middle management | Executive search, CL Selection, talent solutions, outplacement, Kuali technology | Multiple levels with a single signature |
| Michael Page | 72/100 | Senior leadership, management, and C-level executives | Ongoing recruitment, executive search, interim placements, compensation, board of directors | Positions by Functional Specialty |
| Korn Ferry | 70/100 | Senior Management and Professionals | Executive search, professional search, assessment, profiles of success | Multinational Corporations and Large Companies |
| Stanton Chase | 63/100 | Senior Management | Executive search, assessment, board of directors, succession planning, onboarding | Searches with Evaluation and Integration |
| Amrop Peru | 58/100 | C-suite and Board of Directors | Executive search, boards of directors, succession planning, transition coaching, assessment | Senior Management and Directors |
| Signium Peru | 56/100 | Board of Directors, CEO, and Management | Executive search, board services, leadership consulting | Those who prefer boutique-style service |
Each company's score for each criterion (on a scale of 1 to 5) and final weighted score.
| Consultant | Process (25%) | Levels and Medians (20%) | Peruvian market (15%) | Supplementary (15%) | Transparency and Assurance (15%) | Tools (10%) | Score |
|---|---|---|---|---|---|---|---|
| Wiseplan | 5 | 5 | 3 | 4 | 5 | 4 | 89 |
| Cornerstone | 4 | 5 | 4 | 5 | 2 | 4 | 81 |
| Michael Page | 4 | 4 | 4 | 4 | 2 | 3 | 72 |
| Korn Ferry | 4 | 4 | 3 | 3 | 2 | 5 | 70 |
| Stanton Chase | 4 | 2 | 4 | 4 | 3 | 1 | 63 |
| Amrop Peru | 3 | 2 | 5 | 4 | 2 | 1 | 58 |
| Signium Peru | 3 | 3 | 4 | 3 | 2 | 1 | 56 |
Related reading: If you’re looking for a mid-level management or technology position, check out our comparison of recruitment firms in Lima and the IT sector; if the challenge goes beyond a single position and involves organizational structure, culture, or compensation, our article on human resources consulting in Lima explains when it’s a good idea. And if you’re also considering outsourcing payroll, check out our ranking of payroll outsourcing companies in Peru or our HR consulting service .
Before contacting a recruitment firm, clearly define the position: to whom the employee reports, what results must be achieved in the first year, what experience is essential and what is desirable, the compensation range, and whether the position requires a willingness to travel or work outside the city—for example, at a mining operation. Once these details are clear, comparing recruitment firms becomes much more objective.
A useful practice is to request proposals from two or three consulting firms using the same brief and compare their responses: what questions they ask about the position, how they describe the candidate pool for that profile, what sources they plan to use, and what deliverables they commit to. The quality of that initial conversation often foreshadows the quality of the search. If the company has little experience hiring executives, it’s also a good idea for the consulting firm to help gauge the compensation range using market data, so as not to lose finalists during the offer stage.
Be wary of a consulting firm that promises candidates within a few days without having understood the job profile, that sends resumes without prior evaluation, or that cannot explain how it verified references. It’s also a red flag if the firm accepts requirements that discriminate based on age, gender, or other grounds without objective justification: in addition to violating Law 26772, this limits the pool of qualified candidates.
Not all positions require executive search. For operational roles or positions with many available applicants, a selection process involving job postings and evaluation is usually sufficient and more cost-effective. Executive search is warranted when the position is critical to the business, when the candidate profile is rare, when the search must be confidential (for example, to replace someone who is still in the position), or when the best candidates are with the competition.
A good hiring process doesn't end with the signing of the contract. Planning the new executive's onboarding, their initial goals, and follow-up during the probationary period increases the likelihood that the hire will be successful. Some of the consulting firms on the list offer formal support during this stage; be sure to ask about it before making a decision.
A headhunter directly and confidentially seeks out professionals who are currently employed at other companies and are not actively applying for jobs. A traditional recruitment process involves posting job listings and evaluating applicants. Headhunting is used primarily for management positions, critical roles, and hard-to-find candidates.
There is no regulated fee. Fees are negotiated with each consulting firm, typically as a percentage of the position’s annual compensation or as a fixed amount per process, and are usually paid in installments based on milestones. Ask that the proposal also specify the replacement guarantee.
It depends on the level of the position, how rare the candidate profile is, and how quickly the company can conduct interviews and make a decision. The important thing is to agree from the outset on deadlines for presenting finalists and submitting periodic progress reports.
Among others, Law 26772, which prohibits discriminatory requirements in job postings, and Law 29733 on the protection of personal data, which applies to candidates’ information. A reputable consulting firm should be able to explain how it complies with both.
We work with you to define the job profile, search for and shortlist candidates, administer psychological and technical assessments, verify backgrounds and references, and provide a list of finalists with a satisfaction guarantee. Learn more under "Talent Search" or write to us via " Contact."
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