Retained executive search and contingent recruiting are often mistakenly used interchangeably, although they have distinct differences in methodology, approach, and value for both clients and candidates.
A retained executive search firm focuses on quality rather than quantity. It showcases a smaller number of highly qualified and in-demand professionals. On the other hand, contingent recruiters prioritize quantity over quality, aiming to place as many candidates as quickly as possible.
Retained executive search consultants work closely with their clients. They’re committed to understanding your organization’s culture and strategy. They want to find the best fit for the role and secure a lasting, successful executive hire. They also offer a guarantee for each assignment.
Retained executive recruiters are serious about accurately assessing candidates. They use advanced techniques like competency-based interviews, 360-degree referencing, and psychometric testing to carefully evaluate candidates. Contingent recruiters leave their clients to handle the assessment and selection process themselves.
Reach and expertise
Retained executive search firms specialize in placing candidates in senior and C-suite positions. They have extensive industry knowledge and a global network, making them well-equipped to find the right fit for top-level positions.