Retained vs Contingent Recruitment

Retained and contingent recruitment solve different problems. This guide explains how each model works in the UK engineering and construction market, what they cost, and which to choose for the role in front of you.

How Contingent Recruitment Works

You brief one or several agencies; they submit candidates from their networks and advertising; you pay a percentage of first year salary only if you hire. Fast and low risk for mid level roles — but agencies can only invest so much in a role they may never be paid for, so coverage of the passive market is shallow.

How Retained Search Works

You appoint one firm exclusively and pay in stages. In return the firm maps the entire market for the role, approaches people who are not job hunting, assesses in depth and commits until the hire completes. Standard for director and board appointments — see our executive search practice.

Which Route For Which Role

• Graduate to senior engineer: contingent
• Hard to fill specialisms: contingent with a specialist, or a hybrid engaged search
• Head of discipline, director, board: retained
• Confidential replacement: retained only
• Urgent interim cover: contract desk

Retained vs Contingent Recruitment FAQs

Is retained search faster than contingent?

For senior roles, usually yes in practice: contingent submissions arrive sooner but retained shortlists convert to completed hires more reliably, because the whole market was mapped and candidates were properly qualified before interview.

Is retained search worth the commitment?

For roles where a mis-hire costs a multiple of salary — leadership, rainmakers, technical figureheads — the depth of a retained process is the point. For volume hiring it is unnecessary.

Can we combine both?

Yes. A common blend is retained for the leadership hire and contingent for the team built underneath it. We run both desks so the knowledge transfers.