• Executive Technology Recruiting Since 1991
  • New York, USA
Twitter Facebook Linkedin
Submit Resume
Contingency Search

Fast, Risk-Free Hiring for Mid-Level Roles

When your organization faces a sudden vacancy or a period of rapid growth, you need qualified talent immediately. For roles that demand swift action without the financial commitment of a retained search, Contingency Search is the ideal solution. Designed for mid-level positions, individual contributors, and high-volume hiring, this model offers a fast, flexible, and risk-free approach to talent acquisition.

 How It Works: Performance-Based Recruiting

Contingency search operates on a simple premise: “No placement, no fee.”

  • Speed-Driven Sourcing: We immediately tap into extensive internal databases, professional networks, and active job boards to find qualified candidates.

  • Non-Exclusive Partnership: You remain free to use your own internal recruiting team or other agencies simultaneously.

  • Results-Oriented: We only succeed when we are the first to present the candidate you ultimately hire. This dynamic incentivizes our recruiters to prioritize speed and volume.

Key Features and Benefits

  • Zero Upfront Financial Risk: You pay absolutely nothing to initiate the search.

  • Accelerated Hiring Speed: Our process is optimized for throughput, delivering candidates to your inbox rapidly.

  • Broad Candidate Reach: Expand your reach beyond internal applicant flows by accessing our broad pools of active job seekers.

  • High Flexibility: This acts as a powerful supplement to your internal efforts with no long-term exclusivity requirements.

  • Budget Predictability: No hidden sourcing charges; you only allocate budget when a successful hire is finalized.

Fee Structure and Investment

Our pricing is transparent and entirely tied to your success:

  • Standard Rates: Fees for single searches generally range from 20-25% of the candidate’s first-year total salary, excluding commissions, incentives and non-compensation, such as benefits. For multiple-position search projects, volume discounts are available, depending on level of mutual commitment, timelines and other factors

  • The “Success” Invoice: You are never paying for effort—only results. You will only receive an invoice after the candidate accepts your offer and begins employment.

  • Example: For a candidate with a $100,000 base salary at a 20% fee, the one-time cost is $20,000.

Timeline: Sourcing at the Speed of Business

If you are facing tight deadlines, contingency search is the most practical choice:

  • Initial Resumes: You can typically expect to see candidate resumes within just a few days of providing job requirements.

  • Rapid Turnaround: While executive searches can take months, contingency searches are often completed in a matter of weeks, moving as fast as your internal interview process allows.

Collaboration: Your Team’s Role

While we handle the heavy lifting of sourcing, your HR teams and hiring managers remain in full control:

  • Defining the Need: Providing clear “must-have” criteria upfront to enable fast sourcing.

  • Reviewing & Filtering: Your team reviews pre-screened resumes and decides who advances to the next stage.

  • Conducting Interviews: Hiring managers manage all interview stages to assess technical and cultural fit.

  • Providing Swift Feedback: Because these candidates are active in the market, prompt feedback is essential to secure them before they accept other offers.

  • Managing Offers: Your HR department maintains control over final negotiations, offer extensions, and the onboarding experience.

Frequently Asked Questions
How do contingency search firms get paid?
Contingency firms only get paid if a candidate they present is hired. This is known as a “no placement, no fee” model.
What is the typical fee for contingency search firms?
Fees usually range from 20% to 30% of the candidate’s first-year base salary.
What are the advantages of contingency search for employers?
Q9: What are the advantages of contingency search for employers? The main advantage is zero upfront cost, meaning there is no financial risk unless a hire is made.
What are the limitations of contingency search?
Since payment depends on quick placements, firms may prioritize speed and volume over deep vetting, often submitting many candidates.
What is the hybrid “container” search model?
It is a middle-ground approach where the client pays a small upfront fee to secure commitment, and the remaining fee is paid upon a successful hire.
How is the container model fee structured?
Typically, a small upfront fee (around $8,000 or 5–10%) is paid first, with the remaining 20–25% charged upon successful placement.