Choosing Between Contingent, Contained, and Retained Search
Businesses have a few choices when it comes to engaging with external recruiters for important permanent roles. Every agency has their own spin on how they conduct business but SalesFirst Recruiting offers three options when helping customers find permanent talent. We offer Contingent Search, Contained Search, and Retained Search.
Each option offers its unique set of advantages and considerations, and in this blog post, SalesFirst Recruiting will explain the key differences between these approaches, focusing on contingent search for everyday roles, contained search for specific mid-to-senior-level positions, and retained search for executive-level and critical roles.
First and foremost, know that the final fee for any search you choose will most likely be the same no matter which product you choose. The differences between these services lie in the terms governing the relationship.
Contingent Search: Flexibility for Common Roles
In simple terms, Contingent Search means customers only incur a success fee upon hiring a candidate we present. It is an ideal model for everyday roles such as Account Executives, Sales Development Representatives, Sales Representatives, Account Managers, and other individual contributor roles. What sets contingent search apart is the unparalleled flexibility it offers - both parties can walk away from the search at any time prior to a successful placement.
The foundation of the Client-Recruiter relationship in contingent search is built on trust, engagement, mutual effort, and a shared understanding that each party will prioritize their time and resources efficiently. For SalesFirst, it entails placing trust in the client to respond promptly, make transparent decisions, and select the best candidate presented to them within a concise timeframe. This model operates without exclusivity, aligning SalesFirst's recruiting efforts with the level of engagement received from a customer. When a recruiter is working with a motivated, engaged hiring manager, they naturally reciprocate.
Contained Search: Balancing Exclusivity and Flexibility for Mid-Senior Level Roles
Contained search strikes a balance between the exclusivity of retained search and the flexibility of contingent search. This model finds its sweet spot for roles such as Sales Manager, Director of Sales, Sales Engineer, VP of Sales—situations where a contingent search makes sense, but a nuanced financial commitment is desired before SalesFirst Recruiting embarks on a comprehensive search with a possible extended timeframe.
Initiating a contained search with us involves a 30% upfront fee, a modest investment that significantly amplifies the success rate compared to contingent search. Beyond its financial significance, this down payment serves as both motivation and a symbolic commitment for the dedicated recruiter undertaking your search. It allows them to zero in on the quest for exceptional results, taking more time to vet talent, while also ensuring robust communication among all parties involved, as everyone has a vested interest in the outcome.
As stewards of a customer's down payment, SalesFirst also provides a minimum commitment. Upon receiving the initial payment, SalesFirst commits to delivering three qualified candidates within 45 days. In the event that we fall short of this commitment, customers are entitled to a refund. We define a candidate as qualified if a customer agrees to meet with them, ensuring that our promise aligns with proper expectations and needs.
The balance of the fee is collected upon a successful placement.
Retained Search: Exclusive Commitment for Executive-Level and Critical Roles
Retained search distinguishes itself from both Contingent Search and Contained Search. It’s an exclusive model tailored for executive-level positions that are critical to organizational success, such as SVP of Sales, Chief Revenue Officer, and Chief Executive Officer. This specialized approach removes all of the most common barriers to the agency-client relationship, ensuring a nearly 100% success rate.
The terms governing retained search strategically position SalesFirst as a temporary extension of the client. This arrangement signifies our single greatest commitment and highlights the importance of the partnership with a retained client. In this framework, any hire into the role becomes a shared success, and this is why the framework encompasses tracking, documenting, compensation review, and transparent information sharing throughout the process. This collaborative approach is what allows informed decision-making, and quick adjustments to recruitment tactics.
Furthermore, while our internal processes are typically proprietary, Retained Search customers benefit from a transparent view of each step, including our 'Market Mapping.' Market Mapping provides our clients with a competitive advantage in the talent landscape, meticulously plotting untapped potential based not only on an array of professional details but also on personality assessments, and personality traits that will enhance the effectiveness of the search.
Last, our retained recruiters lead our customers through a deliberate and thorough approach to vetting executives. This stands in stark contrast to the time pressures often associated with contingency searches. Rather than racing against the clock, our team takes more time to assess candidates, ensuring a comprehensive understanding of their qualifications, cultural fit, and leadership capabilities. The unhurried vetting process is perhaps the hallmark of retained search, allowing for quality over speed and contributing to the much better success rates associated with executive placements.
Ask SalesFirst Recruiting for Help!
Choose SalesFirst Recruiting for a tailored, effective, and results-driven approach to finding permanent talent. Whether you opt for the flexibility of Contingent Search, the balanced exclusivity of Contained Search, or the exclusive commitment of Retained Search, our team will help you find success.
