Introduction: A Frustrating Pattern Too Many Companies Know
You need a strategic C-level leader—someone with proven impact, cultural alignment, and future vision.
Instead, your inbox is flooded with unqualified, mismatched, or recycled resumes from contingency recruiters who claim to “know your industry.” Weeks go by, but your leadership seat remains empty—and your time keeps getting wasted.
If this sounds familiar, it’s not your hiring team’s fault. The issue often lies in how your recruiters are incentivized, and understanding the differences between retained vs contingency executive search is the first step to solving it.
1. Why Contingency Recruiters Send Unqualified Executive Candidates
The contingency model is designed for speed, not precision. These firms only get paid if a candidate they submit is hired, so they operate under pressure to submit the most resumes—not necessarily the most qualified ones.
Here’s what drives poor candidate quality:
- Volume over vetting: The goal is to get resumes in front of you before the competition does—not to deeply understand your business.
- Lack of exclusivity: Multiple contingency firms competing on the same role can create a “resume race,” with minimal alignment or ownership.
- No upfront investment: If there’s no guarantee of return, there’s little incentive for deep research or assessment.
This model might work for junior or mid-level roles—but when it comes to C-level hiring, it’s a recipe for misalignment and wasted time.
2. The Differences Between Retained vs Contingency Executive Search
Understanding the differences between retained vs contingency executive search is critical when evaluating where your process is breaking down:
| Feature | Retained Executive Search (e.g., JRG Partners) | Contingency Recruiting |
|---|---|---|
| Payment Model | Paid upfront or in stages | Paid only on hire |
| Client Commitment | Exclusive, high-engagement | Non-exclusive |
| Candidate Vetting | Deep assessment, cultural fit, references | Minimal screening |
| Position Type | Strategic, executive-level | Often junior to mid-level |
| Process Depth | Market mapping, stakeholder interviews, custom strategy | Resume submission focused |
| Success Metrics | Long-term placement success | Speed of submission |
Retained search isn’t about volume—it’s about precision, partnership, and performance.
3. Benefits of Retained Executive Search for C-Suite Roles
When the stakes are high, so should be your search strategy. Here are the top benefits of retained executive search for C-suite roles:
- Dedicated resources: Retained firms allocate a team exclusively to your search, ensuring focus and commitment.
- Custom research: Instead of pulling from a database, we map the market and identify passive high-performers who aren’t actively job-hunting.
- In-depth vetting: Behavioral assessments, cultural diagnostics, and multi-round interviews ensure true fit—not just surface qualifications.
- Strategic alignment: Retained firms take the time to understand your long-term vision, leadership dynamics, and success metrics.
JRG Partners goes beyond recruitment—we become strategic advisors invested in your leadership success.
4. How to Choose an Executive Search Firm for C-Level Hires
After being burned by contingency recruiters, you may be unsure where to turn. Here’s how to choose an executive search firm for C-level hires that delivers:
- Ask about methodology: Does the firm conduct in-depth intake sessions, stakeholder interviews, and market intelligence?
- Check references and success metrics: Look for retention data, repeat client rates, and post-placement support.
- Evaluate industry expertise: Do they have proven success in your vertical? Can they speak your language?
- Demand transparency: Will they provide regular updates, candidate scorecards, and clear timelines?
- Confirm assessment rigor: How are candidates evaluated beyond the resume?
At JRG Partners, our approach is structured, transparent, and grounded in executive insight—not guesswork.
5. Improving Executive Recruitment Candidate Quality
Ultimately, what every organization wants is better-quality executive candidates—leaders who deliver, fit, and stay. That’s why improving executive recruitment candidate quality requires rethinking your entire search model.
Here’s how JRG Partners ensures that every candidate we present is viable, vetted, and value-driven:
- Custom role profiling to uncover not just skills—but leadership DNA
- Behavioral and situational assessments for real-world decision-making insight
- Cultural fit mapping to ensure alignment with your leadership team
- Data-backed performance projections so you know what you’re getting
- Reference and reputation validation from multiple independent sources
We don’t send resumes—we present ready-to-impact leaders.
Conclusion: Stop Accepting the Unqualified
If contingency recruiters keep sending you unqualified C-level resumes, the issue isn’t your expectations—it’s the model.
C-suite hiring demands precision, partnership, and performance—and that’s exactly what a retained executive search firm like JRG Partners delivers.
Contact JRG Partners today and talk about how we can help you elevate your executive search process and build the leadership team your business deserves.
