Author Archives: JRG Partners Editorial Staff

In executive search, the term “Total First-Year Cash Compensation” (TFYCC) is foundational — yet often misunderstood. It’s the number used to calculate your search fee in a retained engagement. Here’s the clear definition: TFYCC refers to the sum of an executive’s base salary and all expected or guaranteed cash bonuses within the first 12 months of employment.

When it comes to executive and leadership hiring, most employers focus on recruiter performance — speed, accuracy, network. But there’s another critical factor that shapes the outcome of your search: candidate commitment. And that commitment varies dramatically depending on whether you’re using a retained search or contingency recruitment model.

When the pressure is on to fill a critical role, especially at the leadership or technical level, some companies wonder: Can I hedge my bets by using both a retained search firm and a contingency recruiter for the same position?. It’s a fair question — after all, both models have their strengths.

The retained search model not only attracts a higher caliber of candidate, it is designed specifically to engage top-tier, passive talent who are rarely reachable through conventional, résumé-driven approaches. Here’s why the difference in candidate quality is built into the model itself: Passive, High-Impact Leaders Aren’t Applying to Jobs The best candidates for senior and executive roles are typically already.

When it comes to executive hiring, the success rate of a search model isn’t just a metric—it’s a direct reflection of how committed, strategic, and aligned the process is. While both retained and contingency firms can help fill roles, their respective success rates tell a very different story.

When you engage a retained search firm, you’re not just outsourcing a hiring process—you’re entering into an exclusive strategic partnership . This exclusivity is a key differentiator that directly benefits you, the client, in multiple high-impact ways. You Get 100% of the Firm’s Focus In a retained search, the firm commits to your role—and your role only—within that specific function.

While retained search offers a rigorous and tailored approach for high-level, high-stakes roles, contingency search can be the better option in specific scenarios—especially when speed, cost sensitivity, or role volume are key factors. When the Role Is Non-Executive or Mid-Level Contingency search is best suited for mid-management or specialist roles where the talent pool is relatively active and accessible.