Retained Recruitment: The Mutual Commitment Advantage

This may sound like one of those “so this morning I was sitting next to a CFO on a bus” posts ??…but…… I was actually asked today, “Why should we go retained?” (And, for clarity, it was during an organised meeting—not on a bus, park bench, flight or bumping into someone at Bunnings).

My answer was straightforward, and it's the same every time: “A retained search keeps us BOTH accountable and aligns our purpose and efforts to deliver a high-quality process.”

I can’t understate how many contingent assignments I’ve taken on that turned out to be a complete sh*tshow.

Earlier in my career, I accepted contingent roles where access to key stakeholders was limited right from the start (immediate red flag). As a result, briefs were often vague, and time was wasted on back-and-forth exchanges trying to gather the right details from people who should have been in the room from day one. I’ve dealt with poorly managed timelines, disregarded advice, inconsistent feedback (or none at all), clients going MIA—the works. And there were times I took all this on while competing with other firms engaged on the same basis - contingent without commitment.

Retainers work.

When there’s skin in the game, everyone takes the process more seriously. Without it, the equation is one-sided.? In my experience, retained assignments lead to more effective processes and quality outcomes—and they get there faster.

And if you’re confident in your recruitment partner and committed to paying a fee regardless, why should it matter if a portion is up front?? If you embed your recruiter in the process and demonstrate your commitment to an outcome, watch what happens. ?

If you’re looking for a recruitment process that’s built on commitment, transparency, and results, let’s talk about how a retained partnership can set the foundation for your next successful hire. Connect with me to explore how we can align our goals and make your recruitment process as effective as it should be.