Disadvantages of Contingent Search

Breaking Down Alternatives That Deliver Better ROI

The legacy contingency search model is the most common recruitment strategy used today. But that doesn’t mean it’s the best choice for businesses.

Under contingent search, recruitment firms only get paid if a candidate they submit is hired. They’re also competing with other external recruiters and internal talent acquisition teams, racing to be the first to submit a candidate and complete the transaction.

This creates a highly inefficient recruitment strategy that can have serious consequences for your business. 

In this blog post, we’ll explore the underlying problem with contingent search and provide alternative solutions that deliver a higher return on investment.

Contingency Search: A Race to the Bottom

By definition, the word contingent means "by chance," or "likely but not certain." In a contingent search model, payment to search firms is contingent on finding a candidate to fill a specific position.

With contingency search models, recruitment agencies are motivated by speed – not alignment with your company’s long-term goals. It’s all about submitting a candidate quickly to secure the placement fee. 

The prioritization of speed over business alignment sacrifices thoughtful candidate engagement and client partnership. This can lead to serious consequences, including:

Fractional Effort

Search firms divide their resources among multiple clients, none of whom are guaranteed to pay. This limits their ability to fully understand your business and culture, reducing the effectiveness of their candidate outreach.

Brand and Reputation Damage

Candidates might be contacted by multiple firms for the same role, which can confuse and damage your company’s reputation.

Low Success Rates

Shockingly, 75-80% of contingent searches fail to deliver results. Despite this, 90% of third-party recruitment firms continue to operate under this broken model.

A Better Way: Strategic Partnerships Over Speed

It’s time to rethink the contingency model and embrace a more strategic approach — one that fosters genuine partnerships and aligns with your long-term business objectives. 

The greatest ROI comes from models that allow recruitment firms to dedicate their time and resources to finding the best candidates, not just the first. This gives them the time they need to use their specialized tools, curated networks, and years of experience to engage both active and passive candidates. 

These alternative strategies ensure candidates who are submitted to you align with not just the job description, but also your company’s strategic goals and culture.

Here’s how we break it down at Requisite Talent Partners, based on your needs and what kind of business you have:

Engaged Search

A targeted strategy that’s best for technical and professional roles, from experienced individual contributors to manager-level positions. This model allows us to function as an extension of your internal team, ensuring deep alignment with your business needs.

Retained Search

A partnership-based strategy that is ideal for leadership roles (director level and above,) where the stakes are high. A retained search model ensures a thorough and dedicated process to source and vet true leaders.

Integrated Talent Solutions

A scalable, supportive strategy perfect for small and medium-sized businesses, high-growth companies, or departments within large enterprises needing to fill multiple roles. An integrated model provides cost-effective access to expert resources.

What’s the Cost of Doing It Right?

In today's competitive talent market, securing top technical, professional, and leadership talent demands a different approach. Recruitment is not a transactional, volume-driven exercise; it’s a fluid, strategic investment. 

Partnering with a recruitment firm that understands your business and is motivated by your success – rather than speed – will yield greater returns.

Ready to See Results?

Requisite Talent Partners helps clients navigate the ever-changing labor market, building connections that drive innovation, growth, and results. 

Whether you need an Engaged Search for technical roles, a Retained Search for leadership positions, or a comprehensive Integrated Talent Solution, we’re ready to partner with you and help drive success.

Contact us to secure the talent needed to reach your objectives.