Why the Future of Hiring Requires a Commitment

In the ever-evolving world of recruitment, the stakes are higher than ever—especially in the fields of accounting and finance, where the right leadership can mean the difference between long-term growth and stagnation. Yet, many businesses are still relying on outdated, contingent-based hiring models that prioritize speed and cost over quality and commitment. It’s time to change the way we approach hiring, and here’s why the future of successful recruitment requires a commitment from both sides.

The Problem with Contingent Search: Fast, Cheap, and Out of Control

The contingent search model is broken. Plain and simple. It’s the hiring equivalent of giving three CPAs the same tax return and rewarding the one who finishes first or charges the least. Sounds ridiculous, right? And yet, many businesses still operate this way when it comes to recruiting.

In a contingent model, recruiters act more like resume brokers or used car salesmen, racing to "sell" you a candidate before someone else does. Here’s the problem: no one is truly committed to success. Recruiters aren’t committed to finding you the best candidate, and clients aren’t committed to building a strategic relationship with their recruiter. The result? You get candidates who are rushed through the pipeline, poorly vetted, and presented without regard to long-term fit. In other words, you’re left spinning your wheels, trying to fill critical roles with mediocre talent.

Here’s why contingent search is failing today’s leaders in accounting and finance:

- No Commitment = No Accountability: When recruiters don’t have skin in the game, they focus on speed over quality. They’re incentivized to submit resumes fast, hoping one sticks before their competition does the same. This results in half-baked candidate pools and wasted time.

- Low-Quality Candidates: The focus on quick wins means many top performers are left behind. With little time to properly vet and match candidates, contingent recruiters often push through "good enough" resumes, not the best.

- A Transactional Relationship: Contingent search fosters a race to the bottom, where the recruiter is simply a vendor, not a partner. There’s no collaboration, no strategy—just the hope that someone, somewhere will fill your role.

The Real Cost of "Resume Brokering"

For leaders in accounting and finance, where precision, integrity, and strategic foresight are non-negotiable, these contingent practices are particularly harmful. When your success depends on numbers that don’t lie, can you really afford to take a chance on a "fast and cheap" candidate? What happens to your financial reporting, compliance, or strategic decision-making when you gamble with your leadership hires?

The statistics speak for themselves: According to a 2020 study by the Association of Executive Search and Leadership Consultants (AESC), retained or engaged search firms filled 82% of executive roles with long-term successful hires, compared to just 43% for contingent firms. The difference is stark—one method produces committed, lasting placements; the other leaves businesses and leaders exposed to turnover and instability.

Why Retained Search is the Future

The solution? Retained or engaged search. Unlike the contingent model, retained search requires a commitment from both the recruiter and the client, fostering a partnership that leads to better results for everyone involved.

Here’s why:

1. Mutual Accountability: When both sides commit, the recruiter is incentivized to perform. With a retained model, recruiters dedicate their time and resources to finding the absolute best candidate for your organization. No rushing, no guesswork—just a deep dive into the market to uncover the talent that will lead your company forward.

2. Thorough Vetting and Strategic Fit: Retained search isn’t about filling roles fast—it’s about filling them right. Recruiters use evidence-based interviews, performance profiling, and DNA alignment to ensure candidates are a perfect fit not just for the role, but for your company’s long-term goals.

3. A Trusted Partnership: In a retained model, the recruiter becomes a strategic advisor. They’re committed to understanding your company’s DNA, market positioning, and future vision. The result? Leaders who are aligned with your values and who stay for the long haul.

A Better Future for Your Career and Company

As a leader in accounting or finance, you understand the importance of commitment. You can’t balance the books without dedicating time to the details. You can’t drive strategy without focusing on long-term goals. Why would you treat your leadership hires any differently?

Retained search is more than just a better hiring method—it’s the future of work. It aligns your recruitment process with your strategic vision, ensuring that your team isn’t just capable but is built to last. By committing to a retained search process, you’re not just filling a role—you’re investing in the long-term success of your career and your company.

The Bottom Line

The future of hiring doesn’t belong to those who dabble in contingent, race-to-the-bottom searches. It belongs to those who commit to finding the right leaders for the right roles—leaders who will shape the future of your business.

Are you ready to make that commitment? If so, let’s talk about how a retained search partnership can transform your hiring process and set you on the path to long-term success.