Leading Through Difficult Times: Reducing The Workforce
Great leadership isn't always defined by smooth sailing and clear...
When the stakes are high and you need to secure executive-level talent, navigating the recruitment landscape can feel daunting, especially when you are looking for a new senior leader. Two distinct options emerge: retained executive search and contingency database recruiters. Deciding which route to take depends on your unique needs and priorities but the potential implications of the decision can be considerable.
You can find out more about retained executive search fees here.
Ultimately, the choice depends on your unique circumstances and priorities. Consider the criticality of the role, your budget, and your desired timeline. Weigh the value of personalised attention, deep-dive research, and ongoing guidance against the efficiency and affordability promised by contingency search.
Remember, there’s no one-size-fits-all solution and it very much depends on the role. Both retained executive search and contingency database recruiters have their strengths. Typically we would suggest you draw the line at the ‘Head of’ / ‘Assistant Director’ level, meaning that below that level (for non-specialist roles) contingency database recruitment is likely to suffice, but where the role is ‘Head of’, ‘Assistant Director’ or above, most businesses will use retained search to benefit from the focus, exhaustive search and consultative approach.
Ultimately, finding the best executive-level talent requires a blend of strategy, intuition, and trust. We often work with clients who have tried their existing contingent recruiter to find senior-level roles before turning to executive search firms. Whilst both have their places, think of it this way – you wouldn’t expect a car mechanic to repair your boiler – but they are both engineers on the face of it. Executive search firms specialise in senior roles exclusively and take a consultative approach, working with passive candidates who are not searching for a role, meaning they address the entirety of the market to find the best fit of talent for the role and business. Contingency recruiters often use marketing-led and job board-led campaigns to cast a wide net, which often only captures those actively looking for a role, but can be effective for mass-hiring such as Nurses or general business roles.
Find out more about retained executive search here.
Chris is the Founder & Managing Director of CJPI and a Fellow of the Institute of Leadership.
Great leadership isn't always defined by smooth sailing and clear...
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