When it’s time to fill a key role within your organization, choosing the right recruiting model can directly impact the quality of talent you hire—and the overall success of your hiring process. At REKruiting Advisors, we know there’s no one-size-fits-all solution. That’s why we’re breaking down the differences between Retained Search and Contingency Recruiting, and how to determine which approach best aligns with your hiring goals.

What is Retained Search?

Retained Search is an exclusive, consultative recruiting model in which the search firm is engaged solely by one client to fill a specific position—usually at the executive or senior leadership level, or when confidentiality is critical.

Key characteristics of Retained Search:

• Requires an upfront engagement fee (retainer) to initiate the search
• Involves deep collaboration and strategic alignment with the client
• Includes comprehensive market mapping and highly personalized outreach
• Ideal for roles where cultural alignment, discretion, and long-term impact are essential

Choose Retained Search when:
You need to fill a high-impact, executive-level, or confidential position and want a thorough, partner-driven process guided by industry experts.

What is Contingency Recruiting?

Contingency Recruiting is a success-based model—meaning you only pay the search firm if a candidate is hired. This approach is more flexible and faster-paced, often used for all level roles where urgency and volume are key.

Key characteristics of Contingency Recruiting:

• No upfront fee—payment is made, only upon successful hire
• You can work with multiple firms simultaneously
• Focused on speed and delivery, especially for non-confidential or repeat roles
• Best suited for all levels specialized positions that are not necessarily at the C-level

Choose Contingency Recruiting when:
You need to move quickly to fill mid-to-senior level positions and prefer a broader pool of candidate sources.

Which model is best for your business?

The answer depends on several factors:

• The criticality of the role
• Required confidentiality
• Urgency of the hire
• Depth of market research and candidate evaluation desired

If you’re looking for strategic talent and long-term leadership fit, Retained Search offers the structure and depth you need. 

If your priority is speed, efficiency, and flexibility, Contingency Recruiting may be the better fit.

Our take at REKruiting Advisors

At REKruiting Advisors, we believe you shouldn’t have to choose just one. As a global firm, we blend the high-touch, tailored approach of Retained Search with the agility and adaptability of Contingency Recruiting. We adapt our model based on the urgency, complexity, and strategic value of the role, delivering exceptional results while staying true to your company culture.

Final Thoughts

Choosing the right recruiting model is key to attracting top talent and optimizing resources. Take time to assess the specifics of the role and your organization’s needs to make the most informed decision.

Not sure which model is right for your team?

Let’s talk. We’ll help you design the ideal search strategy to meet your goals.

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