Category Archives: For Employers

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. But mixing them […]

Yes—dramatically so.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 […]

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. Retained Search: 85–95% Completion Rate In a […]

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. 1. You Get 100% of the Firm’s Focus In a retained search, the firm commits to your role—and your […]

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. 1. When the Role Is Non-Executive or Mid-Level Contingency search is best suited for mid-management or specialist roles where the talent pool […]

Technically, yes—but it’s rarely the best choice. Contingency firms can submit candidates for C-suite roles, but that doesn’t mean they’re structured to deliver the depth, precision, and long-term fit such leadership searches demand. The reality is, executive-level hiring—especially for CEO, COO, or CFO positions—requires a rigor, confidentiality, and strategic alignment that the contingency model isn’t […]

Retained search firms require an upfront fee, known as a retainer, to formalize an exclusive partnership and dedicate significant resources to a client’s critical hiring need. This initial investment ensures a meticulous and comprehensive process from day one. Think of it as commissioning any other vital business project. Just as you would pay a top […]

The main financial difference between retained and contingency search lies in what you’re actually paying for: a dedicated search process versus a successful placement. In a retained search, you’re entering into an exclusive partnership with a search firm. This model typically involves a phased fee structure—usually one-third of the expected first-year compensation paid at the […]