Answer the following 8 questions to determine whether contingency or retained search is the best fit for your next hire.
For each question, choose the option that best reflects your current situation. Keep track of your answers to determine your results at the end!
1. How critical is the role to your business strategy?
- A) It’s a key leadership or revenue-impacting role
- B) It’s important, but not mission-critical
2. How hard is this position to fill?
- A) It requires niche experience or a specific leadership style
- B) It’s relatively common or mid-level in scope
3. How soon do you need the role filled?
- A) You’re looking for the right person, not the fastest hire
- B) You need someone fast and are willing to compromise a bit
4. How important is cultural and leadership alignment?
- A) Extremely important—this hire must match values, pace, and leadership style
- B) It’s somewhat important, but technical skill matters more
5. How much internal bandwidth do you have for hiring?
- A) We’re short on time or stretched thin internally
- B) Our team can handle sourcing and initial vetting—we just need candidates
6. Do you want your search to be exclusive and confidential?
- A) Yes—this hire requires discretion or executive-level privacy
- B) No—public job postings and broad outreach are fine
7. How would you describe the ideal recruiting relationship?
- A) We want a partner who understands our business and works closely with us
- B) We just need a steady stream of candidates to evaluate
8. Have past contingency searches left you with poor alignment or wasted time?
- A) Yes—we’ve seen too many resumes and not enough real fits
- B) No—contingency has worked well for our current hiring needs
Should I Choose Contingent Search or Retained Search?
Mostly A’s?
Retained Search is likely your best fit.
You need a trusted partner who can deliver alignment, not just resumes. This model offers a more focused, consultative, and curated approach, ideal for critical, strategic, or leadership-level roles.
Mostly B’s?
Contingency Search could be the right choice.
You’re hiring for volume or mid-level roles, and internal resources are in place to manage much of the process. Contingency gives you flexibility and speed—especially when the stakes are lower.
Ready to talk through your answers?
Fusion Recruiters helps companies build hiring strategies that align with both the role and the business. If you’re still unsure, we’re happy to help you evaluate the right approach.
Let’s build your next great hire together.
