How contingency search works
With contingency search, you pay a fee only when you hire a candidate the recruiter presents. There is no upfront cost. It works well for roles with a healthy candidate pool, such as many research assistant and coordinator openings, and for employers who want to compare candidates from more than one source.
How retained search works
With retained search, you pay part of the fee to start the search, and the recruiter commits dedicated time to your role, usually on an exclusive basis. Expect a defined process: a deep intake, a market map, a shortlist and regular updates. It fits senior, specialized or confidential roles, such as site directors, clinical operations leaders or a hard-to-find therapeutic specialty.
Quick comparison
- Upfront cost: contingency none; retained part of the fee at the start.
- Exclusivity: contingency often shared with other recruiters; retained usually exclusive.
- Best for: contingency suits more common roles; retained suits senior, niche or confidential roles.
- Depth: retained searches include more market research and reporting.
What about contract staffing?
If you need coverage for a single study, a leave or an enrollment surge, contract or interim staffing may be the better choice. You get qualified staff for a set period without adding permanent headcount.
How to decide
Ask three questions: how hard is the role to fill, how costly is a bad hire, and does the search need to stay confidential? The harder, costlier and more sensitive the role, the more retained search makes sense. We offer both models and will tell you plainly which one fits.
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