Contingent vs. retained search
Both should end with the right hire. Here is how they differ, and how to choose.
The short answer
A retained search is an exclusive engagement, paid in stages that begin when the search starts. A contingent search ties the firm's fee to a successful hire. The real difference for you is not the label. It is how focused the search is, who works it, and how far it reaches.
How they usually differ
- Commitment. Retained firms work one search exclusively. Contingent firms often work many roles at once, sometimes competing with other firms on the same one.
- Reach. Retained searches are known for mapping the market and approaching passive candidates. Many contingent searches lean on people already looking.
- Ownership. Retained searches usually have a named lead. Contingent searches can pass between recruiters.
- Best fit. Retained is often chosen for senior, confidential or hard-to-fill roles. Contingent is often chosen when speed matters and the role is well defined.
Questions that decide it
- Are the best candidates for this role actively looking, or do they need to be found?
- Does the search need to stay confidential?
- Who will personally run the search, from intake to start date?
- How quickly can your team interview and decide?
- What guarantee backs the placement?
How HireDirectNow works
HireDirectNow is a contingent direct-hire search firm that runs every search with the focus of a retained search. One Talent Solutions Architect owns your search from intake to your new hire's first day. AI-powered outreach reaches passive talent your job posting won't, a human screens every candidate, and the search stays confidential.
We agree the fee before the search starts, and every placement is backed by a 90-day guarantee.
Quick answers
What is the difference between contingent and retained search?
Retained search is exclusive and paid in stages from the start of the search. Contingent search ties the fee to a successful hire. In practice, the bigger differences are focus, reach to passive candidates, and who owns the search.
When should I use a search firm instead of posting the job?
When the best candidates are not actively applying, when the search must stay confidential, or when every week the seat stays open is costly.
Should I give a search to one firm or several?
Several firms on one role can mean overlapping outreach, mixed messages to candidates and less focus from each firm. One accountable owner usually runs a cleaner, more confidential search.
Have a leadership or key role open?
Tell us about it. You get a vetted shortlist within days, with one person running the search start to finish.
Start a search at HireDirectNow.ai Book a 30-minute call with Anthony