Executive search or contingent recruitment? This is a common dilemma for organisations looking to hire the best people. While aiming to achieve the same end goal, executive search and contingent recruitment provide different functions. 

If you’re in the market for new talent and unsure whether to engage an executive agency or recruitment firm, it’s important to understand the key differences between both. 

1. Role type.  

Contingent recruitment agencies are rarely engaged for leadership or C-suite-level positions. This is the most popular form of recruitment assistance for lower and mid-level professionals. Such employees are most likely to be motivated by positions that afford them the opportunity to gain more experience and a better salary. 

 
On the other hand, executive search agencies focus on identifying and recruiting top candidates for executive and board-level positions who have often cultivated a career and are not actively looking for new positions. In addition, search can be used to source candidates for extremely niche positions. 

2. Market knowledge. 

Contingent recruiters often operate across a multitude of industries, focusing on different positions in different markets. While they will undeniably have a certain level of market knowledge, it is impossible for them to be masters of every industry. 

Executive search specialists position themselves as market experts within one or closely interrelated industries. This enables a deep level of understanding from the consultant. 

3. Process.  

Contingent recruitment is reliant on the active candidate market. This means that recruiters will post job advertisements and wait for candidates in the market to respond. Most of the time, they will rely on candidates coming to them, or filter through an existing candidate database to match role requirements with that of the available talent pool. The idea is that one of the applications will have enough of the required skills to meet the mandate. 

Executive search is a stark contrast. Executive recruiters seek out highly skilled leaders by mapping all potential passive talent within the market. When a long list of candidates is created and assessed by the client, these candidates are targeted by the executive search consultant. The executive search agency will leave no stone unturned, ensuring that every identified candidate has been contacted and engaged for the position. 

4. Quality of candidate.  

In conjunction with the previous point, candidate quality is improved significantly when you engage an executive recruiter. Unlike the contingent recruiter, an executive search consultant will endeavour to contact every identified candidate, ensuring the successful individual is both a cultural and skill match for the mandate. 

6. Cost.  

One of the most anticipated differences between contingent recruitment and executive search is the cost associated. Contingent recruitment operates on a ‘no-win-no-fee’ payment model. Essentially, contingent recruiters must spread their bets across multiple clients with the same candidate. This can have a negative effect on a company’s brand image as candidates are approached by multiple recruiters with the same job spec. 

 
In opposition, executive search usually operates on a retained basis. Providing payment upfront ensures that your consultant can take a research-led approach while delivering your mandate. This ensures a great level of care and attention to detail. The retained approach has many other benefits such as: 

1. Signals to the candidate that the client is serious about the hire. 

2. Allows executive search consultants to take on fewer roles and be more focused. 

3. Allows the consultant to remain totally client-centric. 

Executive search is often regarded as the more expensive option of the two solutions as you pay in instalments throughout the process, rather than upon success. However, the speed and success of executive search make this a more cost-effective option for critical hires. 

Executive search and contingent recruitment are often used interchangeably. 

Understandably; both practices aim to fill your vacancy with the very best talent. Treating both services as the same solution, or assuming your recruitment agent can do both can be a costly, time-consuming, and a talent-missing mistake.  

Both solutions serve their purpose in organisations and usually work best when integrated together for roles of different levels. If you are unsure about what solution might be the best for your organisation, get in touch.