Retained and contingent search both have a place. The right choice depends on how critical the role is, how scarce the talent is and how much confidentiality the search requires.
When retained search makes sense
For C-suite and senior VP roles, a retained search gives you a dedicated team, a full market map and a structured assessment of every finalist. It is built for roles where a wrong hire is expensive.
Contingent search suits roles where speed matters and the talent pool is larger. You pay only when you hire, and a strong network can put good candidates in front of you quickly.
When contingent search makes sense
For roles with a wider talent pool and a tighter timeline, contingent search keeps costs aligned with results while still giving you access to a vetted network.
