- Retained search is exclusive, staged and research-led; contingency search is non-exclusive and paid on success.
- Use retained for senior, confidential or hard-to-find AI leaders.
- Use contingency when the role is well defined and the market is active.
Both are forms of headhunting, and both end in a permanent hire. The difference is in commitment and depth.
Retained search
The company appoints one firm exclusively for an agreed period. The fee is fixed, usually based on total compensation, and billed in stages. In return the firm commits a dedicated researcher, maps the market systematically, approaches people who are not looking, and delivers a fully referenced shortlist.
Suits: Chief AI Officer, head of AI or data, AI transformation lead, roles that must stay confidential, and roles where the right person almost certainly is not on the job market.
Contingency search
Several firms, and your own team, can work on the role at the same time. You pay one placement fee only when a candidate introduced by the firm is hired.
Suits: automation specialists, AI solutions architects, data and machine learning engineers: roles with clear requirements where speed and coverage matter.
How to choose
| Question | Retained | Contingency |
|---|---|---|
| Is the role senior or confidential? | Yes | No |
| Is the candidate pool small? | Yes | No |
| Do you want one accountable partner? | Yes | Not necessary |
| Is upfront commitment acceptable? | Yes | Prefer to pay only on success |
A practical tip
For AI roles that are new to your organisation, the job description itself often changes during the search. A retained partner will help refine it with you; under contingency, a vague brief tends to produce a stack of mismatched CVs.
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