Retained Search
Focused, senior-level search when getting it right matters more than moving fast.
Retained search is designed for critical hires where impact, leadership or specialist capability makes the difference. When the role carries risk, visibility, or long-term consequence, a more structured and dedicated search approach is required.
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Rather than relying on speed or volume, retained search gives you depth, control and certainty. We work closely with you to fully scope the role, map the market, and manage the process end-to-end, ensuring alignment, discretion and the right outcome.
How Retained Search Works
Retained search provides structure, focus, and accountability. When the cost of getting it wrong is higher than the cost of taking the time to get it right.
1.
Proper Time Invested Upfront
Retained search allows time to be invested upfront to properly define the role and understand the wider context around it. Unlike contingent recruitment, where fees are only payable upon successful placement, retained search involves an upfront commitment, with the overall fee agreed in advance and split into three staged payments.
This approach allows the search to start with clarity, not urgency. Ensuring expectations, scope and decision-making criteria are aligned before the market is engaged.
3.
Informed Candidate Engagement
With a clear view of the market, candidate engagement becomes more targeted and intentional. Individuals are approached with context, not pressure and assessed against agreed criteria rather than generic benchmarks.
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This stage focuses on quality of conversation and insight gained, not volume of CVs. Shortlists are smaller, better informed, and supported by a clear understanding of candidate motivations and market dynamics.
2.
Market Mapping & Insight
Rather than going straight into candidate outreach, retained search begins with detailed market mapping. This provides a clear view of where relevant talent sits, how active or scarce it is and how your opportunity compares within the market.
This insight gives you a broader understanding of availability, competition and realistic options. Information that can be used to shape both the current hire and future hiring decisions.
4.
Controlled Decisions & Long-Term Value
Retained search supports structured decision-making through interviews, feedback and offer stage, keeping control on both the process and outcomes. Even where a hire is not immediately made, the intelligence gathered allows informed decisions around timing, structure, or role design.
The value of retained search extends beyond a single appointment. Providing clarity, confidence and a strategic view of the market that can be applied long after the search concludes.
When To Use Each Hiring Model
Contingent Recruitment
Best suited when:
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You have a clearly defined role with agreed salary and scope
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Speed matters and the hire is business-critical
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You want market access without upfront commitment
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Internal teams need external reach or short-term support
Commercial Model:
Success-based fee, payable only on placement.
Retained Search
Best suited when:
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The role is senior, specialist, or hard to replace
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Market mapping and discretion are required
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You need dedicated search focus and stakeholder management
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Hiring risk is high and precision matters more than speed alone
Commercial Model:
Structured fee paid in stages, aligned to search milestones.
Embedded Recruitment
Best suited when:
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Hiring demand is ongoing or project-led
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Internal capability needs strengthening, not replacing
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You want consistent process, ownership, and visibility
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Reducing agency reliance is a long-term goal
Commercial Model:
Fixed monthly or day rate, aligned to agreed capacity and scope.
Contingent recruitment is about speed. Retained recruitment is about precision. Embedded recruitment is about long-term hiring capability
Not sure which model fits your hiring needs?
We’ll help you choose the right approach based on role complexity, urgency and long-term demand.