← ComparisonsRetained Search vs Contingency Search
Retained vs Contingency Search — which model fits a senior hire?
The two dominant commercial models for executive recruiting in India sit on opposite sides of one question: who carries the risk of the firm's time?
TL;DR
For any role where a wrong hire costs more than ₹1 crore in lost momentum, retained search is the right model. Contingency is suited to junior, high-velocity hiring where the firm can fund volume.
Side-by-side
At a glance.
| Retained Search | Contingency Search | |
|---|---|---|
| Billing | Milestones (kick-off / shortlist / on-join) | Outcome-only, on placement |
| Exclusivity | Single firm engaged | Multiple firms in parallel |
| Fee | 25–33% of target compensation | 8.33–16.67% (1–2 months) |
| Consultant time | Dedicated, multi-week | Opportunistic, shared across briefs |
| Candidate sourcing | Senior-to-senior, mostly passive | Database + active jobseekers |
| Replacement guarantee | 12 months standard | 30–90 days, if at all |
| Typical use | CXO, board, confidential roles | Mid-level, volume |
When to choose
Retained Search.
- CEO, CFO, CHRO, CRO, CMO, COO, CTO or other C-suite hires
- Independent director and board searches
- Confidential CXO replacements
- First outside CEO in a family business
- PE portfolio CXO mandates
When to choose
Contingency Search.
- High-velocity mid-level hiring (analyst, manager)
- Sales hiring across geographies with clear job specs
- Junior engineering and operations roles
Our take
The verdict.
Use retained search whenever consultant judgement is the value being purchased. Use contingency or RPO when volume and clear specs are the value being purchased.
More comparisons
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