Guide
Retained vs contingent executive search: how to choose
Retained suits senior, confidential or hard-to-fill roles. Contingent suits roles where speed matters more than exclusivity. Here is how to decide.
The short answer
- Retained search means you engage one firm, exclusively, to work a defined mandate through to a hire. It is typical for C-suite, VP, board and confidential roles.
- Contingent search means a firm is paid when you make a hire it introduced, and you may brief several firms at once. It is typical for roles where the market is deep and speed matters.
- Fees, timelines and terms vary by firm, so ask for them in writing before you sign.
The two models compared
How they differ, point by point.
| Point | Retained search | Contingent search |
|---|---|---|
| Engagement | Retained searchOne firm, engaged exclusively for a defined mandate. | Contingent searchOne or several firms, working without exclusivity. |
| How it is paid | Retained searchFees are agreed up front and are typically paid in stages as the search progresses. | Contingent searchThe firm is typically paid only when you hire someone it introduced. |
| Effort on your role | Retained searchA dedicated team researches the market, approaches people directly and manages the process end to end. | Contingent searchEffort depends on how the firm weighs your role against its other searches, since it is paid only on a hire. |
| Confidentiality | Retained searchSuits confidential searches: a small, named team handles the brief and the outreach. | Contingent searchHarder to keep tight when several firms hold the brief. |
| Best for | Retained searchC-suite, VP, board and succession-sensitive roles, and roles where the right person is not actively looking. | Contingent searchRoles where the market is deep, speed matters and you are comfortable briefing several firms. |
| Watch for | Retained searchA bigger commitment up front. Agree scope, timeline and what happens if the search does not land. | Contingent searchOverlapping candidates from different firms, and a brief that drifts as it is passed around. |
Five questions to decide
Answer these and the right model is usually clear.
01
How senior is the role?
The closer to the C-suite or the board, the stronger the case for retained search.
02
How confidential is the search?
If a leader is being replaced or a plan is not public, keep the brief with one firm under an NDA.
03
Is the right person actively looking?
Senior leaders often are not. Reaching them takes direct, discreet approach, which a dedicated retained team is set up to do.
04
How many firms do you want to manage?
Contingent searches can mean several briefings and several sets of candidates. Retained means one accountable partner.
05
How much of your own time can you give?
Either model needs your time at the brief, the interviews and the offer. Plan for it before you choose.
How our retained search runs
Four stages, led by one accountable partner and run under NDA.
01
Calibration
We define strategic objectives, leadership competencies, key performance deliverables, and culture calibration alongside the board and leadership team.
02
Discreet search
Passive talent mapping across target industry sectors in the US and India, with confidential outreach.
03
Evaluation
Competency evaluations, past trajectory verification, situational leadership interviews, and discreet peer referencing.
04
Integration
Executive compensation benchmarking, equity packaging, and first-90-day integration check-ins.
See the full practice on Executive & Leadership Hiring. If the role is below leadership level, our HR Recruitment & Staffing service is usually the better fit.
Common questions
- What is retained executive search?
- Retained executive search is an engagement where one firm is hired exclusively to fill a defined senior role, and works it through to a hire. It is typical for C-suite, VP, board and confidential roles.
- What is contingent search?
- In contingent search the firm is typically paid only when you hire a candidate it introduced, and you can brief more than one firm. It is typical for roles where the candidate market is deep and speed matters.
- Which is better, retained or contingent?
- Neither is better in general. Retained suits senior, confidential or hard-to-fill roles. Contingent suits roles where you want speed and are happy to manage several firms. The five questions above usually settle it.
- Can a search start contingent and become retained?
- It can. If a role proves harder to fill than expected, moving to a retained mandate is a common next step. Agree the terms before you start.
- How long does an executive search take?
- It depends on the role, the seniority and the market. We give a realistic timeline at the calibration stage rather than a promise up front.
- Do you handle confidential searches?
- Yes. Confidential and sensitive searches, such as leadership transitions and succession mandates, are a core part of our executive practice, run under NDA from the first conversation.
- Which regions do you search in?
- The US, India, and European technology ecosystems.
Planning a leadership search?
Tell us the role and how confidential it is. We will recommend a model and confirm the timeline at the start.