Contingency and retained search are two distinct models employed in executive recruitment, each with its own set of dynamics and objectives. In a contingency search, recruiters are compensated only when a successful placement is made. This model is often associated with a faster-paced, transactional approach, where multiple recruiters may be engaged to fill a single position, and the fee is typically a percentage of the candidate's first-year salary. Contingency searches are favored for roles that are more straightforward or for organizations with urgent hiring needs.

On the other hand, retained search operates on a more exclusive and committed basis. In this model, clients retain a search firm exclusively for a specific executive-level position, paying a portion of the fee upfront and the remaining balance upon successful placement. Retained search is characterized by a thorough and consultative process, where the search firm works closely with the client to understand the organization's culture and specific requirements for the role. This model is often preferred for high-level executive positions where the recruitment process demands a deep understanding of the industry, a strategic approach to candidate sourcing, and a comprehensive assessment of potential candidates.

Retained search provides a deep level of commitment and exclusivity, allowing search firms to invest substantial time and resources in understanding the client's unique needs, company culture, and strategic goals. This results in a more personalized and nuanced recruitment process, ensuring that the candidates presented not only meet the specified qualifications but also align seamlessly with the organization's long-term vision and culture. The retained search model fosters a trusted partnership, enabling continuous collaboration between the search firm and the client throughout the entire search process. With a focus on quality over quantity, retained search emphasizes thorough candidate assessments, contributing to the identification and placement of top-tier executives who can make a lasting impact on the client organization.

We believe that every client and search is unique and deserves a tailored approach. We spend a lot of time in our first search together listening and learning about your business, your culture, your challenges, and your goals. After our initial intake, we utilize our vast network, tested research process, and industry expertise to guide us quickly to the right candidates for your search. Each long-listed candidate will be thoroughly assessed by the S&C team for technical and leadership competence, eventually arriving at a thoroughly assessed short-list for clients to begin engaging directly. Our client portal allows our clients to follow our progress as we identify and assess potential candidates, so rather than waiting for a weekly update, you can log in at your leisure and see our work happening as it unfolds. With greater transparency and the ability to provide feedback directly through the portal, our clients never have to be in the dark.

We use our experience as business leaders and search experts to provide a thorough assessment to guide and inform our clients on every presented candidate. We manage every step of the process on behalf of our clients to optimize the interview experience and allow both candidate and client to make an informed decision. Even after placement, we continue to stay in touch with our clients and placed candidates. Our personal investment goes well beyond our guaranteed first year placement because we want to ensure our clients, candidates and the candidate’s family are wildly successful together.