Contingency Search
Contingency Search is a common approach to hiring where recruiters or recruiting firms only get paid when they successfully place a candidate. Unlike retained search, where companies pay upfront, contingency recruiters work on a "no win, no fee" basis. This makes it less risky for companies hiring but more competitive for recruiters, as multiple agencies might be working on the same job opening. It's most commonly used for entry to mid-level positions and is popular in industries with high hiring volumes.
Examples in Resumes
Successfully placed 20+ candidates through Contingency Search assignments
Generated $200K in revenue through Contingency Recruitment placements
Managed multiple Contingency searches simultaneously with 75% fill rate
Typical job title: "Contingency Recruiters"
Also try searching for:
Where to Find Contingency Recruiters
Professional Associations
Industry Resources
Job Boards
Example Interview Questions
Senior Level Questions
Q: How do you manage competing priorities when working on multiple contingency searches?
Expected Answer: Look for answers that demonstrate experience in prioritizing searches based on likelihood to fill, client relationships, and potential commission value. Should mention specific organizational systems and time management strategies.
Q: How do you maintain client relationships in a contingency model where you're competing with other agencies?
Expected Answer: Should discuss strategies for regular communication, adding unique value, and building trust through quality service. Should mention examples of long-term client relationships maintained despite competition.
Mid Level Questions
Q: What strategies do you use to quickly identify the most promising candidates for a contingency search?
Expected Answer: Should explain their screening process, including initial assessment methods, qualification checking, and how they prioritize candidates who are most likely to accept offers.
Q: How do you handle salary negotiations in contingency placements?
Expected Answer: Should demonstrate understanding of managing both candidate and client expectations, discussing commission implications while maintaining ethical standards, and strategies for reaching mutually beneficial agreements.
Junior Level Questions
Q: What's the difference between contingency and retained search?
Expected Answer: Should explain that contingency is payment upon placement while retained involves upfront fees, and understand the basic implications for how they would approach each type of search.
Q: How do you source candidates for contingency searches?
Expected Answer: Should be able to discuss basic sourcing methods like job boards, LinkedIn, referrals, and describe how they would build a candidate pipeline.
Experience Level Indicators
Junior (0-2 years)
- Basic candidate sourcing techniques
- Understanding of ATS systems
- Phone screening
- Job posting creation
Mid (2-5 years)
- Client relationship management
- Advanced candidate assessment
- Salary negotiation
- Pipeline development
Senior (5+ years)
- Business development
- Team leadership
- Strategic client partnerships
- Market analysis
Red Flags to Watch For
- No experience tracking placement metrics
- Poor understanding of commission structures
- Lack of experience in direct candidate sourcing
- Unable to explain basic recruitment processes
Need more hiring wisdom? Check these out...
Sourcing Strategies That Actually Work: A Modern Recruiter's Guide
Recruiting in the Gig Economy: Strategies for Attracting Contingent Workers
Resume Screening Reinvented: 9 Unconventional Strategies to Discover Top Talent Hidden in Plain Sight
