Our Solutions
Contingent Search
Fee Structure
In a contingent search, the recruitment firm only charges a fee if they successfully place a candidate in the role. This makes it a performance-based arrangement, meaning the recruiter’s compensation is contingent on the successful hire.
Active Candidate Pool
Contingency search firms generally focus on active candidates who are actively seeking new employment. These candidates may be sourced through job postings, resume databases, or job boards. This contrasts with retained search, which may involve a more proactive search for passive candidates who are not actively looking for a job.
Speed + Cost-Effectiveness
Since the recruitment firm is motivated to fill the position quickly in order to earn the placement fee, contingent search is often faster than retained search. Additionally, because the company only pays if a candidate is hired, this method can be more budget-friendly, especially for roles that don’t require the high-touch, personalized process seen in retained searches.
Suitability for
Mid-Tier Roles
Contingency search is commonly used for roles beneath the executive level (i.e., roles that are typically below Director or VP), or for positions requiring specialized skills but not at the senior leadership level.
Overall, contingent search is a valuable tool for filling mid-level or niche roles efficiently, especially when speed and cost are prioritized over an in-depth, personalized approach.
A Contingent Search is a recruitment method commonly used for filling mid-tier or lower-level positions, typically below the Director or Vice President level. This approach is often employed when companies need to fill roles quickly and cost-effectively, as it is more affordable than retained search services.
Key features of a contingent search include:
Retained Search
A Retained Search is a premium recruitment service primarily used to fill executive-level and specialized positions. In this model, a company hires a recruitment firm by paying an initial retainer fee, which guarantees the firm’s dedicated and exclusive involvement throughout the hiring process.
Key features of a retained search include:
Personalized Approach
The recruitment firm works closely with the company's leadership team, HR department, and stakeholders to deeply understand the role's requirements, the company’s culture, strategic goals, and team dynamics. This allows the recruiter to find candidates who are a perfect fit not only in terms of skills but also in alignment with the organization's needs.
High-Quality
Candidate Pool
Recruiters use advanced tools and methods to assess candidates thoroughly, ensuring only the best prospects are shortlisted. This process is highly selective, ensuring that top-tier candidates are presented for consideration.
Strategic Focus
A retained search places a significant emphasis on finding candidates who
can drive long-term success for the organization. This might include improving revenue, fostering innovation, or providing leadership in key areas. Because of this focus, the upfront cost
of the service is typically offset by
the value the right candidate brings
over time.
Exclusive Engagement
Since the firm is paid a retainer fee, they are dedicated to finding the best fit for the role, often working on fewer searches at a time compared to contingent recruitment models. This results in a more intensive and focused search process.
The model is especially valuable for organizations aiming to fill high-impact roles where the quality of the hire can make a significant difference to the company's future success or failure.
A Custom or Priority Search is a specialized recruitment service designed to address unique or complex hiring needs that cannot be met through traditional retained or contingency searches alone. It combines elements from both search models to create a tailored solution that is flexible and adaptable to the specific requirements of the employer.
Key features of a custom search include:
Flexible Structuring
The service is designed to meet the budget and process preferences of the hiring company. This means that depending on the organization's financial constraints or the desired
level of involvement in the recruitment process, the search can be customized accordingly.
Customized Approach
to Candidate Sourcing
+ Assessment
Instead of using a one-size-fits-all approach, a custom search tailors how candidates are identified, assessed, and approached. This can involve more in-depth research, targeted outreach, or specific evaluation criteria to find the right candidate for the organization.
Adaptable to Role Criticality + Search Complexity
Whether the role is highly specialized, difficult to fill, or critical to the company’s success, a custom search service can be adjusted to meet the level of complexity. This might involve more extensive market research, an expanded talent pool, or a more rigorous assessment process to ensure the best candidate
is found.
Essentially, a Custom or Priority Search is a hybrid approach to recruitment that provides both flexibility and precision, allowing organizations to meet their specific hiring challenges with a personalized service.