Retainer
Recommendation
A retained search is advised when you are hiring for any position that is strategically important to your organization. At this search level we target scarce skill sets and experience; doing so often requires poaching passive candidates out of competitive organizations.
A Retained Search is always used at the executive career level (e.g., CTO). It is also often used for critical front line manager positions as well as for high level technical positions like software architects. In short, anytime the candidate sought will need to lured away from another organization, a Retained Search is appropriate.
Terms
The fee structure for a retained search is 1/3 advance, 1/3 upon delivery of the candidate shortlist, and the final 1/3 when the new hire starts.
At A Glance
| Priority1 | 1 |
|---|---|
| 31-Day Guarantee2 | No |
| Performance Targets3 | Yes |
| Talent Calibration4 | Yes |
| Talent Pull Marketing5 | Yes |
| Candidate source6 | Research, Referral Networking, On File |
| Candidate status7 | 100% passive |
| Candidate pool8 | Private: Client has right of first refusal |
| Confidentiality9 | High |
2Indicates if the 31-Day guarantee offer is available.
3Indicates if a Success Roadmap will be prepared.
4Indicates if a Talent Profile will be prepared.
5Indicates if Talent Pull Marketing is included.
6Indicates the source of candidates.
7Indicates the status of targeted candidates.
8Indicates the degree of exclusivity on the candidate pool.
9Indicates the degree of search confidentiality observed.
