When looking to fill an open position, what services fo you pay for? What is the difference between contingency and retained search? Contingency search recruiters provide services for free until the client accepts a placement, also commonly referred to as “No win, no fee” or “No cure, no pay”. Contingency search recruiters work in competition with other contingency recruiters, so their success is based on a “numbers game”, that is, presenting a large pool of potential candidates in a short frame of time to increase the probability of a good match for the client. To quickly fill this large pool of potential candidates in the fastest time possible, a contingency search often relies on databases and job boards, grabbing names without taking the important time to thoroughly screen candidates. This means that clients receive a flood of resumes to sort through on their own time, in search of a person with the perfect qualifications. And because the contingency recruiter is not contracted to find a suitable placement, when the candidate position is more complicated, the contingency firm will move on to easier assignments. Contingency searches are best suited for companies with a smaller budget and an easily-filled vacancy. Retained search recruiters are very different. They require an upfront fee and additional installments at different stages of the hiring process. At the same time, The main difference between contingency and retained search is that retained search recruiters work under exclusive contract with the client, with a guarantee of finding a satisfactory placement. While a retained search recruiter may seem costlier than a contingency search recruiter, the retained recruiter works closely with the client to discern the firm’s needs and performs a thorough search of active and passive jobseekers. It acts as the sole ambassador between the client’s interests and the candidate’s. Retained searches offer a small pool of only well-qualified candidates, determined through a systematic process of screening that requires minimal support from the client’s HR department. A retained search recruiter is best suited for companies with positions that require very specific qualifications.

1. When looking to fill an open position, do you pay for the services of a contingency or a
retained search firm? What is the difference between them?
Contingency search recruiters provide services for free until the client accepts a
placement, also commonly referred to as “No win, no fee” or “No cure, no pay”.
Contingency search recruiters work in competition with other contingency recruiters, so
their success is based on a “numbers game”, that is, presenting a large pool of potential
candidates in a short frame of time to increase the probability of a good match for the
client. To quickly fill this large pool of potential candidates in the fastest time possible, a
contingency search often relies on databases and job boards, grabbing names without
taking the important time to thoroughly screen candidates. This means that clients
receive a flood of resumes to sort through on their own time, in search of a person with
the perfect qualifications. And because the contingency recruiter is not contracted to find
a suitable placement, when the candidate position is more complicated, the contingency
firm will move on to easier assignments. Contingency searches are best suited for
companies with a smaller budget and an easily-filled vacancy.
Retained search recruiters are very different. They require an upfront fee and additional
installments at different stages of the hiring process. At the same time, retained search
recruiters work under exclusive contract with the client, with a guarantee of finding a
satisfactory placement. - Click To Tweet While a retained search recruiter may seem
costlier than a contingency search recruiter, the retained recruiter works closely with the
client to discern the firm’s needs and performs a thorough search of active and passive
jobseekers. It acts as the sole ambassador between the client’s interests and the
candidate’s. Retained searches offer a small pool of only well-qualified candidates,
determined through a systematic process of screening that requires minimal support
from the client’s HR department. A retained search recruiter is best suited for companies
with positions that require very specific qualifications.
By Larissa Miller – International Journalism Intern
WHAT IS THE DIFFERENCE BETWEEN
CONTINGENCY AND RETAINED SEARCH?
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