Retained Search

In retained search, we are paid a fee in advance to conduct a search for for an individual fitting clearly defined specifications. This search normally results in a quality placement but it may not.    

There are many reasons outside of the recruiter’s control why a particular search may not be successful. Examples of this may include, hiring freezes, internal candidate being surfaced, changes in job specifications, mergers, acquisitions . . . and the list goes on. But that being said, the retained search is usually successful.

The question arises, “Why should a client use retained search when they could use contingency and only pay if a candidate is hired?

The answer is quite simply “service”. A retained recruiter knows he or she will be paid for his or her work. Knowing this, the retained recruiter can afford to fully represent the client in seeking the best candidate available to fill the position. Knowing that payment is not assured, a recruiter working a contingency assignment cannot afford this kind of service level.

When the position is critical to the organizations performance, a retained search is normally the better choice.