Retainer vs. Contingency: Which Model Fits Your Business?

Start with the hiring need

The right hiring model depends on the work involved. Consider how specialised the role is, how confidential the search needs to be, and whether you have a one-off vacancy or an ongoing hiring programme. Urgency is one factor, but it should not be the only one.

Understand a success-based search

In a contingency or hire-as-needed arrangement, the fee is commonly tied to a successful placement, subject to the agreement. This can suit clearly defined one-off requirements. Clarify how candidates are introduced, how duplicate submissions are handled, and when a fee becomes due.

Understand a retained partnership

A retained model reserves dedicated search capacity for an agreed scope. It can support sustained hiring, specialised searches, or work requiring deeper market mapping. Milestones, responsibilities, reporting, and payment terms should be agreed clearly from the start.

Compare the full agreement

Look beyond the headline fee. Discuss candidate ownership, confidentiality, replacement provisions, communication expectations, and the client’s role in keeping the search moving. Ask the consultant to explain which approach fits your situation and why. The best model is one both parties can deliver well.

Put the thinking into practice.

Talk to Jigsaw about the people challenges behind your next stage of growth.