Executive Search v Contingent Recruitment

Executive search and Contingent recruitment are two different types of recruitment services that organisations use to find and hire employees. Executive search is typically used to find senior-level and executive positions, while contingent recruitment is used to find more junior positions.

What is executive search?

Executive search is employed by organisations when they want a specialist company to find senior level staff.

The Executive search firm will:

• Undertake work on an exclusive basis only

• Have a different charging model; typically involving a retainer.

• Look for ‘passive candidates’

• Run the whole process for senior hires.

They will not normally advertise a role, rather they will understand the need and then ‘headhunt’ people from other organisations who may not necessarily be looking for a change of career. Promoting the opportunity and the company in the process.

What is contingent recruitment?

Contingent recruitment is a model whereby a company will engage a firm or two who will be looking at mid to lower level roles for the organisation. These Contingent recruitment firms typically only get paid upon success. If a number of firms are used this can lead to a number of challenges:

• Getting candidates can become a footrace, so it is more about speed of getting candidates than it is about quality

• Candidates may get approached many times for the same role, bad for company image

• Disputes as to whom has placed the candidate quite often occur

The advantage for clients however is that the price point is typically lower and only paid upon successful hire.

Difference between executive search and contingent recruitment?

As above these are vastly different models, one more bespoke and tailored, the other less structured approach to the market.

Here are some of the key differences:

• Scope: 

  Executive search typically focuses on senior-level and executive positions, although firms like Bergman Holt are breaking that model and incorporating a search model for mid level vacancies too..

• Methodology: 

  Executive search firms typically use a more in-depth, structured and confidential methodology than contingent recruitment agencies. This includes detailed market mapping, and close working with the clients to understand exactly what they need in terms of culture, skills and Diversity..

• Fee structure: 

  Executive search firms usually charge a higher fee than contingent recruitment agencies. This is because executive search is a more bespoke service that requires more time and expertise.

• Target audience: 

  Executive search firms typically target passive candidates, while contingent recruitment agencies typically target active candidates.

Which type of recruitment service is right for you?

This will depend upon your aims. If you are looking for lots of roles which are similar in nature, for example 10 software developers, then a contingent model can work, as can the model of having an in-house team. However, with contingent recruitment the process undertaken by the contingent recruiter is less stringent so you may find yourself having to do a lot more work at interview stages.

Executive search alleviates that worry as the firms typically carry out in-depth interviews to understand the fit for a role. Thus extra cost in fees is save by less cost in time for hiring managers.

Ultimately, the best way to decide which type of recruitment service is right for you is to talk to a a specialist provider. They can assess your needs and recommend the best service for you.

Get in touch today and we can help you to identify the right solution for you.