|Full-service consulting, covering every phase of the hiring process
|Hybrid between Retained and Contingency Search
|Assistance sourcing quality candidates according to client-defined parameters
|Agency becomes the Employer of Record
|• “Get the job done right”
• Quality of candidate
• Focus on passive candidates
|• Targeting both active
and passive candidates
• Quantity (vs. quality)
• Primarily limited to active job seekers, hence lower-level candidates
|Relationship / Agency Exclusivity
entrusted to just one
|Exclusive search, entrusted to just one recruiting agency.
|Exclusive (one agency)
or non-exclusive (multiple agencies).
|Exclusive (one agency) or non-exclusive (multiple agencies).
|High commitment. Agency dedicates significant time and resources to this search; does not stop until position is filled.
|Commitment level higher than the Contingency model, but not the same level of dedicated support as the Retained model.
|No commitment; can stop working on it at any time.
Agencies usually work on many assignments simultaneously.
|Industry Overall Fill Rates
Search firms generally do not agree to a project that they cannot fill.
|• Critical Hires
• Senior Hires
• Confidential Hires
• Urgent Hires
• Niche Skillset
• Unknown Market
• Difficult Location
• Multiple Vacancies
• $150-300K+ positions
|• Mid-Level Positions
• Urgent Hires
• Large Volume of Hires
• Limited Number of Suitable Candidates
• $80K-250K positions
|• Entry- to mid-level positions
• Large number of qualified candidates available on the market
• Up to $75K positions
|Choose from a shortlist of thoroughly interviewed and qualified candidates
|Choose from a number of pre-screened and pre-qualified candidates
|More candidates, typically
less qualified, quicker
|Will not present shortlisted candidates to more than one client simultaneously unless agreed to by all parties
|Agencies present the same candidate to multiple clients simultaneously
(average industry pricing)
|33-50% of total compensation
|25-40% of total compensation
|20-30% of total compensation
|Hourly bill rates / Conversion Fee varies
(Fee is a percentage based on candidate’s annual compensation)
|Fee is paid in three installments:
1/3 to start the search
1/3 at presentation of short-listed candidates
1/3 upon successful placement
|Upfront, non-refundable partial payment of the anticipated fee for placing a candidate. Remainder due upon successful placement.
|Start Date / First day of employment of the candidate
|Fee applies if/when candidate is converted (client wants to employ candidate directly after temporary period)
|Depending upon the negotiated fee
|90-day pro-rated replacement guarantee
|30-day full replacement guarantee
|• Expertise through Search firm’s advisory role
• Focus on quality
• Saves money
|Focus on the logistics of candidate sourcing over in-depth analysis and strategy limits service cost