A Straightforward Q&A for Hiring Leaders Navigating Executive Search Options
When you’re looking to hire top executive talent, choosing the right type of search firm is crucial. One of the most common questions hiring leaders ask is:
“What’s the difference between contingent vs retained search?”
We hear this a lot—and it’s an important distinction. Here’s a breakdown in a familiar Q&A format that answers the most common voice-searched questions and clarifies which model might be right for your organization.
Q: What is retained executive search?
A: Retained executive search is a proactive, partnership-based recruiting model typically used for senior-level and hard-to-fill roles. You engage a firm with an upfront fee, and in return, they dedicate time and resources to deeply understand your company, culture, and goals.
The retained firm works exclusively on your role, conducting thorough research, sourcing, screening, and interview support—all while aligning candidates to both the technical and cultural requirements of your organization.
Key benefits:
- Strategic and consultative
- Custom candidate outreach and vetting
- Higher-quality, tailored shortlist
- Full hiring support (interviews, negotiations, onboarding)
Q: What is contingent executive search?
A: Contingent search is typically used for mid-level roles or when speed is more important than precision. Firms only get paid if you hire one of their candidates, and they often work non-exclusively. That means multiple firms may compete to fill the same position, which can result in a faster—but often less focused—search.
Key characteristics:
- No upfront fee
- Candidates submitted quickly (but often with less vetting)
- Limited insight into your internal culture or hiring strategy
Q: Which is better—retained or contingent?
A: It depends on the role and your goals.
If you’re hiring for a mission-critical leadership position or want a strategic partner who can guide the process, retained search is your best option. It’s about finding the right person, not just a person.
If you’re hiring for multiple similar roles or want to cast a wide net quickly, contingent search might be sufficient—but be prepared to do more screening and coordination yourself.
Real-world example:
One client came to us after paying a contingent firm that sent over 300 resumes. It took them months to review them all, trying to screen for skillset and culture fit. After a failed hire, they brought in our retained team at Acumen Executive Search.
We presented six highly qualified, aligned candidates. We guided interviews, helped with evaluation and decision-making, and they made a confident, successful hire quickly.
Q: Why do companies choose retained search for executive hires?
A: Because it delivers:
- Quality over quantity
- Trusted partnership
- Discreet, targeted outreach
- Deep understanding of organizational fit
- A higher success and retention rate
Q: How do I know if I need a retained search?
A: Ask yourself:
- Is this a senior-level or high-impact role?
- Do I want a search partner who understands our strategy, mission, and values?
- Do I need help aligning the team and building consensus around the hire?
- Is this hire important enough to get it right the first time?
If you answered yes to most of these, retained search is likely the better path.
Final Thoughts
When it comes to executive search, retained and contingency models serve different needs. If you’re seeking a true partner to help you find a transformational leader—someone who fits not just the role, but your long-term vision—retained executive search delivers higher value.
Need help finding your next leader?
At Acumen Executive Search, we specialize in retained executive searches that result in long-term, successful placements. With a 93% retention rate over 3 years, we’re trusted partners in helping businesses grow with the right leadership.
Our FAQ page gives additional information on Contingent vs Retained Search.
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