Retained Search

A fully exclusive, high-touch recruiting partnership.

Retained search is typically used for senior leadership, technical specialists, or business-critical roles. You retain us exclusively, paying in stages (usually one-third upfront, one-third during the search, and one-third upon placement). This model ensures deep market research, passive candidate outreach, and a hands-on, strategic approach.

Best For:

• Executive, confidential, or highly specialized roles

• Critical hires requiring discretion and precision

• Organizations seeking a true advisory partnership

Key Features:

• Exclusive recruiting agreement

• Staged fee structure

• Highly consultative and research-driven

• Ideal for complex or sensitive searches

Engagement Fee Search

A hybrid approach that balances commitment and flexibility. 

In an engagement fee model, you pay a portion of the total recruiting fee upfront to initiate the search. This model shows mutual commitment and ensures dedicated resources are allocated to your search—without requiring full exclusivity.

Best For:

• Mid- to upper-level roles

• Companies seeking a strategic partner without full exclusivity

• Situations where time-to-fill is important, but not mission-critical

Key Features:

• Partial fee paid upfront (credited toward final placement)

• Priority status with dedicated sourcing

• Collaborative process with some flexibility

• Non-exclusive (in most cases)

Contingency Search

Contingency Search: Pay Only When You Hire

Contingency search is a performance-based recruiting model where you only pay a fee if you hire one of the candidates we present. It’s a common option for companies that want flexibility, low up-front risk, and a broad candidate reach.

How Contingency Search Works

Unlike retained or engagement models, contingency search involves no upfront cost. We recruit candidates for your open roles, and if you make a hire, a placement fee is charged. If you don’t hire a candidate we introduce, there is no fee.

Key Features:

• No upfront cost – You only pay if a placement is made.

• Non-exclusive – You can work with multiple recruiters or fill the role on your own.

• Fast-paced – Often used to quickly fill urgent or high-turnover roles.

• Volume-focused – Best for roles with a wide candidate pool and less complexity.

Best For:

• Entry-level to mid-level professional roles

• Common or high-volume positions

• Companies seeking flexibility or testing new recruiting partnerships

• Lower-risk searches where urgency is more important than specialization

Considerations:

Contingency search can be highly effective, especially for roles where speed and flexibility are key. However, because it's success-based, recruiters may focus on volume and speed over deep vetting or cultural alignment. For specialized or leadership roles, a retained or engagement model may provide better long-term value.