Workforce Strategy
Retained vs. Contingency Search
A straightforward comparison for organizations choosing a permanent-hire search model.
Retained and contingency search are different working arrangements. Choose based on the difficulty and sensitivity of the opening.
Use retained search for critical or confidential roles
It suits executive, rare-skill, and leadership searches where the organization needs dedicated attention and discretion.
Use contingency search for defined permanent roles
It is often suited to roles with a clear scope when the organization pays a fee after a successful hire.
Look at the candidate market
A hard-to-reach leader or specialist needs a stronger case for taking a call than an actively posted role.
Agree on the hiring rhythm
Set the profile, interview stages, feedback timing, and decision date before candidates are introduced.
Have a role to fill?
Tell OPA People what the hire needs to accomplish.
Discuss the role