Retained vs contingent executive search: how to choose
Two models coexist in executive and engineering recruitment. They differ in more than billing: they imply different methods, levels of exclusivity and working rhythms. Here is how to tell them apart, and when each one makes sense.
Retained search (exclusive mandate)
The firm is mandated exclusively on a defined role. Fees are staged, usually in three steps: assignment launch, shortlist presentation, candidate start. The firm commits to a method — scoping the role and its governance, mapping the market, directly approaching people currently in post, structured assessment, support through onboarding — not to a guaranteed outcome.
The model assumes a continuous working relationship: regular progress reviews, documented feedback on the market approached, and shared decisions on the scope of the role when the market does not respond as expected.
Contingent search (success fee)
The firm is paid only if a hire is made, as a percentage of the annual package. There is no exclusivity: several providers can work on the same role at once, and the company can also hire on its own.
The economics favour speed and volume: available or already-known profiles are presented quickly. Deep direct search, long assessment and confidentiality work are structurally less present, because the investment is only paid for on success.
The differences in practice
| Criterion | Retained | Contingent |
| Exclusivity | Yes, on a defined role | No, several providers compete |
| Billing | Staged across the assignment | Only on hire |
| Approach | Direct search, mapped market | Existing pool, applications, networks |
| Confidentiality | High, sensitive replacement or creation | Limited, the role circulates |
| Firm's commitment | Best-efforts, documented and tracked | Presenting candidates |
| Typical use | General management, functional leadership, rare profiles | Open roles with abundant skills on the market |
When to prefer each model
An exclusive mandate is justified when the role affects governance or organisational performance: general management, commercial leadership, technical leadership, scarce engineering profiles, confidential replacements, newly created functions in a business under transformation. In those situations, the cost of a wrong hire far exceeds the difference in fees.
The success-fee model remains relevant for well-identified roles, on abundant skills, with no confidentiality stake, where the company already has a solid internal process to assess and decide.
How Stratlane works
Stratlane works on exclusive mandates for executive and engineering recruitment, in Belgium and France. The firm commits to a best-efforts obligation: upfront scoping of the role and its environment, direct search, structured assessment, documented feedback and support through the first months.
When the need is temporary or project-driven, recruitment is not always the right answer: interim management or a project mandate can cover the period without freezing the organisation.
What is a retained executive search firm?
A firm mandated exclusively on a role, paid in stages across the assignment rather than only on hire, and committing to a method of direct search and structured assessment.
Is contingent recruitment cheaper?
The percentage charged is often comparable. The difference lies in risk: with a success fee the company pays only on hire, but carries the depth of search and the internal selection time.
Can both be combined?
Yes, across multi-role campaigns: exclusive mandates on structuring roles, success fee on more common ones.