How to Choose Between Retained and Contingency Executive Search
Companies that engage an executive search firm quickly run into two different models for how the work gets done.
Retained and contingency search both place candidates, though they operate on very different structures, timelines, and incentives. Choosing the wrong model for a role is one of the most common reasons senior searches miss expectations.
According to research from the Society for Human Resource Management, hiring teams that align the search model with the role from the start consistently produce better long-term hires.
At Bradsby Group, our executive recruiters guide clients through this choice every day, and this Q&A guide answers the most common questions companies ask when evaluating executive search options.
What Is Retained Executive Search?
Retained executive search is a model where the client company pays the search firm in installments throughout the search in exchange for a dedicated, exclusive effort to fill the role.
The firm typically commits specific recruiters, timelines, and deliverables for the engagement, and the fee is paid regardless of whether the hire is made. Retained search is almost always used for senior leadership roles where the stakes, confidentiality, and complexity justify a committed partnership.
What Is Contingency Executive Search?
Contingency executive search is a model where the search firm is only paid when the client hires a candidate the firm placed.
There is no upfront fee and no exclusive commitment on either side. Multiple firms may be working on the same role at the same time, and the firm’s revenue depends on being the first to deliver the right candidate.
Contingency search is most often used for mid-level and specialized professional roles where speed matters and the candidate pool is broader.
What Is the Main Difference Between Retained and Contingency Search?
The core difference is commitment. Retained search is a partnership with aligned incentives and dedicated resources. Contingency search is transactional with multiple firms competing for the placement. Both models can produce great hires in the right context.
The problem happens when companies mismatch the model with the role, which is where Bradsby Group’s recruiters most often help clients re-calibrate.
When Should You Use Retained Executive Search?
Retained search is the right fit for senior leadership roles, confidential replacements, highly specialized positions, and any search where the depth of outreach matters more than the speed of resume delivery.
According to the Bureau of Labor Statistics, senior leadership roles turn over less frequently than junior positions, which means the pool of candidates for any given search is small. Retained search gives the firm the time and incentive to reach that small pool thoughtfully.
Bradsby Group recommends retained search for most C-suite, vice president, and specialized senior leadership roles.
When Should You Use Contingency Executive Search?
Contingency search is the right fit for mid-level professional roles, specialized individual contributor searches, and situations where the client wants to work with multiple firms. Contingency works best when the candidate pool is deeper, the role is clearly defined, and the client’s internal team can carry much of the evaluation process.
Bradsby Group runs contingency searches for mid-level accounting, engineering, operations, and specialized professional roles across every industry we serve.
How Much Does Each Model Cost?
Retained executive search fees typically range from twenty-five to thirty-five percent of the first-year total compensation for the hired executive, paid in installments across the engagement. Contingency search fees typically range from fifteen to twenty-five percent of first-year base salary, paid only when the placement is made.
According to research from the Society for Human Resource Management, the long-term cost of a mis-hire often exceeds the fee difference between the two models, which is why fit between model and role matters more than headline fee percentage.
How Long Does Each Model Take?
A well-run retained search typically takes ten to sixteen weeks from kickoff to close. A contingency search can be faster, especially when the role is well-defined and the market has active candidates. The trade-off is that contingency often produces more surface-level outreach rather than deep targeting. Both can land great hires, though the right choice depends on the role.
Which Model Does Bradsby Group Use?
Bradsby Group runs both retained and contingency searches based on what the role requires.
We work with clients across energy, healthcare, construction, finance, life sciences, aerospace, supply chain, food and beverage, and technology, and we recommend the model that fits each specific search.
For C-suite, confidential, and highly specialized senior searches, we almost always recommend retained. For mid-level and specialized professional roles, contingency often works best.
How Does Bradsby Group Help You Choose the Right Model?
At Bradsby Group, our executive recruiters start every client conversation with an honest scoping discussion. We help you align the search model with the role, the market, and the outcomes you need.
If you are considering an executive search and want a partner who will recommend the right structure before any contract is signed, reach out to Bradsby Group and let our specialized recruiters help you hire with confidence.
