As business owners, we all know that things can get pretty busy. And sometimes we just need a little help.

When it comes to recruitment help, there are two options: use a retained executive search consultant or use a contingency recruiter.

So, today we’re answering the all-important question: What’s the difference between the two?

To answer that question, we’ll first break down the basics. Then we’ll go into depth about the processes and methodology of both.

Let’s get started.

In short terms, here’s the difference between retained and contingency recruiters:

Retained Search:

• Recruiting firm is paid retainer fee, which is a percentage of the placement fee at the beginning of the search; the total fee is usually based on a percentage of the annual salary offered to the selected candidate
• Recruiter operates on an exclusive basis (only they are conducting the search)
• Weekly updates and communication on the search progress are provided

Contingency Search:

• Recruiter doesn’t get paid until (or unless) the client hires one of the recruiter’s candidates
• Recruiter does not operate on an exclusive basis; usually is in competition with the internal HR department, direct applicants, other recruiting companies, etc. to get the hire

Finish reading on our blog to learn the specifics of how they differ. We also explain when the best time is to use each option.