When most people think of retained executive search, they picture C-suite placements—CEOs, CFOs, COOs. But what about roles that don’t carry a corner office title yet are just as vital to your organization’s future?
Is retained search appropriate for non-executive roles?
The short answer: Yes, when the role demands it.
Let’s explore when and why the retained model might be the right fit—even below the executive tier.
The Strategic Reframe: It’s About Impact and Scarcity, Not Title
Appropriateness is determined by the role’s strategic impact and talent scarcity, not just its title or salary.
A common misconception is that only high-level titles justify retained search fees. In reality, roles like Lead Data Scientist, Principal AI Engineer, or Sales Director for a new market may not be executive-level in title, but are absolutely executive-level in importance.
These roles directly influence innovation, revenue generation, or competitive advantage. They’re hard to fill, mission-critical, and often confidential.
That’s what makes retained search for highly specialized technical positions not just appropriate—but essential.
When to Use Retained Search for Non-Executive Roles
Here are scenarios where a retained approach makes sense, even below the VP level:
1. The Role is Mission-Critical
If the success of a product launch, expansion into a new region, or fulfillment of a strategic initiative hinges on this hire, a retained search ensures undivided focus and urgency.
“Consider a retained search when the cost of a failed hire or an extended vacancy is exceptionally high.”
Think:
- Head of Regulatory Affairs during a clinical trial
- Sales Director launching a new region
- Principal Engineer designing next-gen systems
These aren’t just jobs—they’re keystones in your business plan.
2. The Talent Pool is Extremely Limited
Let’s say you need someone with 10+ years of quantum computing experience in a specific region. Or someone who’s built go-to-market strategies for SaaS healthcare startups.
This is where contingency search often struggles—firms don’t have the bandwidth to proactively recruit passive candidates at scale.
Retained search firms build market maps, engage in candidate persona creation, and perform targeted outreach—all of which is resource-intensive, but necessary.
3. The Role Requires Discretion
Perhaps you’re replacing someone currently in the position or entering a market not yet public.
A retained search firm’s confidentiality protocols make it ideal for stealth searches where discretion is paramount.
Retained vs. Contingency Search for Difficult-to-Fill Roles
If you’re stuck between models, consider this:
| Factor | Retained Search | Contingency Search |
|---|---|---|
| Engagement Level | Dedicated, consultative | Opportunistic, multiple firms |
| Candidate Quality | Passive, hand-picked | Active, often transactional |
| Speed | Slower upfront, faster long-term | Fast submission, longer to close |
| Confidentiality | High | Limited |
| Cost | Higher upfront | Lower, success-based |
In most difficult-to-fill scenarios—regardless of level—retained search wins on quality, focus, and long-term ROI.
Is Retained Search Worth It for a Director-Level Position?
This is a question we hear often. After all, director roles usually fall into that “grey zone”—senior, but not C-suite.
The answer depends on three key variables:
- Strategic Value: Does this director impact company-wide outcomes?
- Talent Scarcity: Are there very few qualified candidates available?
- Time Sensitivity: Will delays harm business continuity or goals?
If the answer to any of the above is yes, the investment is likely justified.
What About the Container Search Model?
For roles that fall in a grey area, a ‘container search’ model can offer a flexible hybrid solution.
This approach blends the focus and rigor of retained search with some of the risk-mitigation of contingency.
- A small upfront fee ensures dedicated effort and prioritization.
- The remaining placement fee is contingent on success.
Container search is ideal for roles like:
- Director of Product Marketing
- Engineering Manager in a niche domain
- Strategic HR Business Partner
It’s consultative, flexible, and budget-conscious—great for growth-stage companies or critical-but-not-executive hires.
What You’re Really Paying For: A Consultative Partnership
A retained or container search isn’t just about submitting résumés—it’s about results.
“The value lies in the firm’s dedicated resources and deep consultative partnership, which is essential for complex or confidential searches.”
You’re engaging a firm that:
- Builds a custom search strategy
- Creates a target list of companies
- Crafts candidate personas
- Runs deep stakeholder alignment sessions
- Executes discreet outreach and rigorous vetting
That’s what makes retained models worth it—even below the C-suite.
Final Thoughts
So, is retained search appropriate for roles below the executive level?
Absolutely—when the role is critical, talent is scarce, or confidentiality is key.
Your decision should hinge not on job title, but on business risk. If the cost of getting the hire wrong—or getting it late—is high, a retained or container model is not a luxury. It’s a strategy.
Beyond the Role: Assessing Your Company’s Readiness for Retained Search
Ultimately, the decision to use the retained model for a non-executive position is a strategic one. If a role is mission-critical, the talent is scarce, and the cost of a failed hire is high, then a dedicated, consultative partnership is a wise investment, regardless of the job title.
However, identifying the right role is only half of the equation. A truly successful retained search requires organizational readiness—a commitment from leadership, an understanding of the process, and an appreciation for a true consulting partnership.
To help you evaluate whether your company is prepared to leverage this powerful recruitment model for your most critical hires, we have outlined the key indicators.
➡️ Read Our Guide: 5 Telltale Signs Your Company Is Ready for a Retained Search
