When a role opens, most employers ask one question: how fast can we fill it? A better first question is: what kind of search does this role deserve? The answer usually comes down to two models.
Contingency: you pay when you hire
In a contingency search, the fee is due only when you hire someone we present. It works well for roles with a healthy pool of candidates: sales, accounting, office, operations and most management positions. You keep flexibility, and the risk sits with the recruiter.
Retained or engaged: a dedicated search
Senior and hard-to-fill roles are different. The best candidates are usually employed, not looking, and they expect discretion. A retained or engaged search commits dedicated time from day one: a written brief, research into the companies where your future leader works today, direct outreach and a short list you can compare side by side.
Part of the fee is paid at the start, which is what buys that commitment. In return you get a structured process, regular progress updates and a team focused on your search until it is done.
A simple rule of thumb
- If the role is one of several similar hires and candidates are easy to reach, contingency is usually right.
- If the role is VP, Director, C-level or above $100K, if it is confidential, or if it has already been open for months, a dedicated search is usually worth it.
Not sure which fits? Call us and we will tell you honestly, even if the answer is the smaller engagement.
