Contingency operates on volume, not precision.
Contingency recruiters work on a no-win-no-fee basis, juggling multiple briefs simultaneously. Their incentive is speed, not depth. The result: your vacancy competes for attention alongside dozens of others, and the candidates presented come from existing databases rather than targeted headhunting.
For junior and mid-level roles, this approach can work. For senior appointments where the wrong hire costs hundreds of thousands in lost productivity, failed strategy, and team disruption, it’s a risk that no serious organisation should take.
Retained Search
- Exclusive, dedicated engagement
- Senior consultant leads the search
- Proactive headhunting of passive candidates
- Complete confidentiality guaranteed
- Comprehensive candidate assessment
- Replacement guarantee (6–12 months)
- Contractual commitment to fill
- Deep understanding of your organisation
Contingency Recruitment
- Non-exclusive, competing with other agencies
- Junior consultants typically manage briefs
- Database-driven, active candidate pool only
- Vacancy details shared widely
- CV-matching rather than deep assessment
- Limited or no guarantees
- No obligation to deliver results
- Surface-level understanding of requirements
The best executives in your industry are not on a recruiter’s database. They are succeeding in their current roles. Reaching them requires dedication, discretion, and a targeted approach.
Five risks of contingency for senior roles.
Confidentiality breach
Your sensitive vacancy and business intelligence may be shared across the market, potentially alerting competitors or unsettling existing staff.
Limited candidate quality
Contingency firms source from active job seekers. The most impactful leaders — those already excelling elsewhere — are never in this pool.
No guaranteed delivery
Without commitment, contingency firms may deprioritise your search if a quicker win presents itself. Your critical vacancy stalls.
Shallow assessment
Speed-driven CV matching replaces thorough evaluation. Cultural fit, leadership capabilities, and strategic alignment are often ignored.
Higher long-term cost
A failed senior hire costs 3–5× the annual salary when you factor in lost productivity, team disruption, and the cost of a second search.
Ready for a better approach?
Contact us to discuss how retained headhunting delivers the quality, speed, and confidentiality your senior appointments demand.