Bespoke flexibility, our nimble stance and ability to listen is what keeps bang upfront and centre.
The model of recruitment is simple and falls into 3 main types:
Contingent | Exclusive | Retained
All cost the same.
Put simply: Terms are agreed, the job brief released to a number of recruiters and typically a fastest finger first approach ensues.
Mistakenly deemed to be the quickest of the 3. That said, you can strike lucky and get a quick return but often it leads to clients putting agencies up against each other with no loyalty to any and can result in the first candidate profile rather than the best.
If overly worked by a number of recruiters the role can be at risk from becoming stale and diluted in the market.
Timelines can drag with contingent as recruiters will typically prioritise exclusive or retained assignments.
One Fee is levied on offer and acceptance.
The same as contingent but exclusive to one recruiter.
Terms agreed, job brief released to the recruiter on an exclusive basis.
Exclusive works well as both parties feel valued, the relationship is authentic, communication open and all parties committed to the hire. Typically quicker than contingent as the recruiter will prioritise this role over any contingent roles they may be working. For the client it is far less labour intensive as only one recruiter to communicate with.
One Fee is levied on offer and acceptance.
Mistakenly deemed more expensive. It isn't, it's just paid on a different timeline.
It is also a myth that retained should only be used for executive hires. It works well at all levels of hierarchy.
Clients that choose the retained model rarely go back to the other methods as it yields great results, offers the deepest search of the market, clear communication and visibility of approaches and shortlists. It is also less time intensive for the client as communication is planned in advance allowing the client to focus on their own objectives with the reassurance the search is in hand and the recruiter is accountable to deliver to agreed timescales.
A proposal is agreed, with clear process, timelines, and requested services. For example, face to face interviews by the recruiter, perhaps including specific questioning from the hiring client, completing references etc.
The typical payment structure splits the fee into thirds:
First 1/3 - Upon agreement of the retained search
Second 1/3 - Upon presentation of shortlist
Final 1/3 - Upon offer and acceptance
Clients often feel they get more 'bang for their buck' (see what we did there) with the retained model.