Retained vs Contingency: Choosing the Right Recruitment Model

In today’s competitive market, attracting the right talent has never been more critical. A growing number of businesses, particularly SMEs, are recognising that retained search provides a more effective solution—not only at Director and Board level but also within middle management.

At Thomas Gray, we have witnessed the tangible benefits of this approach, having successfully supported our clients in appointing key roles such as Head of Sales, Office Manager, and Senior Land Manager.

Written by:

Alex Codd

Senior Consultant

Telephone: 01784 697 325

Email: Alex@tglsearch.com

What is the difference?

Both retained and contingency search are valuable recruitment approaches, each suited to different types of hiring challenges. Contingency works well when there is a wider pool of active candidates and speed is a priority. Retained search is typically the preferred approach for more complex or significant hires that call for a tailored, insight-driven process, often involving sensitive or confidential mandates.

Through this method, we work closely in partnership with our clients to gain a deep understanding of the brief, proactively engage with candidates and build a shortlist that reflects both the requirements of the position and the broader direction of the business.

Alex is a thorough professional in his field. He approaches every search with consistent energy and focus, always underpinned by his drive to place the best candidate. He listens and engages, searches are always structured true to our brief, and he delivers on identifying and securing the best person for the role. Alex also demonstrates an essential quality for us when dealing with people: he cares. It’s simple and true to say that without him, we would not have made the successful key senior appointments that we have recently.

Operations DirectorNational PLC Housebuilder

Why do our clients use retained search?

Access to Exclusive Talent: We leverage our deep industry networks, market intelligence, and targeted research to connect with professionals who are not accessible through traditional hiring methods.
Precision and Cultural Fit: A candidate’s technical qualifications are only part of the equation. We prioritise alignment with company culture, leadership style and strategic goals for seamless integration and long-term success.
Reduced Hiring Risks: A poor hire can disrupt team dynamics and cost at least three times the salary to replace. This type of recruitment minimises this risk by performing comprehensive due diligence on every candidate.
Leadership & Growth: We identify future leaders with industry-specific expertise, ensuring they drive innovation and enhance operational efficiency.

Thomas Gray supports businesses in securing individuals who fit both the position and the long-term direction of the company. For upcoming hires that require a considered, confidential approach, make contact with Alex.

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