- Outsourced hiring solves headcount freezes; project-based hiring fits defined pieces of work.
- Retained search suits senior and confidential roles; contingency suits well-defined roles.
- Many companies start outsourced or project-based, then convert to permanent.
There is no single right way to hire AI talent. The best model depends on your budget, headcount rules, how long you need the person and how senior the role is.
The four models at a glance
| Model | How it works | Best for | Typical commitment |
|---|---|---|---|
| Outsourced hiring | Partner employs the person; they work full-time in your team | Budget approved, headcount frozen | 6 to 12 months, renewable |
| Project-based hiring | Specialist on a fixed-term contract for one project | First AI use case, a rollout, one workflow | Tied to the project |
| Retained search | Dedicated, exclusive search with a referenced shortlist | Head of AI, Chief AI Officer, transformation leads | Permanent hire |
| Contingency search | Fee paid only when a candidate is hired | Clear, well-defined AI and data roles | Permanent hire |
Questions to decide
- Can you open a new permanent position this year?
- Is the work ongoing or a defined project?
- How senior and how confidential is the role?
- How quickly do you need someone?
If you cannot open a position, outsourced or project-based hiring are the realistic options. If the role is senior or sensitive, a retained search gives you a dedicated researcher and a properly referenced shortlist. For well-defined specialist roles, contingency search lets you run several channels in parallel.
Combining models
A common path: hire an implementation specialist on a project basis, prove the savings in three to six months, then convert to permanent and use a retained search to hire a head of AI once the function is established. See all four hiring models.
Want this working in your company?
Tell us how your team works today. Within two business days you get a recommended hiring model and a scoped proposal.
Talk to us