Contingent Search is the industry-standard search type. It is suitable for entry- to mid-level roles or positions where there is a large pool of candidates. This risk-free option offers no upfront costs and customers are only charged upon successful placement.
Be aware that every time you work with an agency on a contingency basis, you and the agency are not committing to anything. The agency spends a substantial amount of money on salaries for its recruiters and on advertising without any commitment from the hiring company. This model leads to agencies presenting their best candidates to companies with higher placement fees and better employment offers, potentially leaving your opening unfilled and causing significant loss of revenue for your organization.
We Offer Two Types of Contingency Searches
Exclusive Contingency Search
- Search assignment given to just one recruiting agency.
- The agency will allocate more time, energy, and resources to the search compared to a non-exclusive search.
Non-Exclusive Contingency Search
- Search assignment given to more than one recruiting agency.
- No level of commitment by either the hiring company or the agency. The agency decides on the amount of time, energy, and resources to allocate to this search.
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Interview the Most Qualified Applicants Available
Our candidates are committed to long-term employment. They delegate their job search to us, while they focus on making profits for their current employer.
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Zero-Risk / No Obligation
You are under no obligation to hire any of the candidates we present to you. A fee only becomes due once our candidate accepts your job offer and starts working for you. This method helps companies acquire productive employees at a lower cost, ensuring the investment is worthwhile.
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Cost-Effective
Using Construction Worldwide for recruitment can significantly reduce costs compared to traditional methods, as our professional staff handles advertising, resume evaluation, screening, and interviews, ensuring a good match with job requirements and presenting only the best candidates.
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Sit Back and Relax
You can go about your real job, because all you need to do is take the short time required to decide which of our qualified candidates you prefer. Leave the rest up to the experts!
Our success rate for contingency searches is much above the industry average of 10-25%, but we advise against contingency searches for critical roles. Instead, we recommend Retained or Engaged Search models, which have a significantly higher success rate of 80-100%.
A new hire is a big investment. The wrong choice in selecting a new hire can harm your business tremendously. And keeping a position open for too long results in loss of profit.
| Summary | Retained / Executive Search | Engaged / Exclusive Search | Contingency Search |
|---|---|---|---|
| Relationship | Partnership with client | Increased Commitment | No commitment on either side |
| Ideal Uses | Senior Roles Salary: $150-300K | Mid-Level Positions Salary: $80K-250K | Entry- to mid-level positions Salary: Up to $75K |
| Motivation / Target Group (active vs. passive candidates) | Motivated to find the best candidate. Focus on passive candidates. | Targeting both active and passive candidates. | • Active job seekers • Bulk Hiring • Quantity and speed more important than quality |
| Relationship / Agency Exclusivity | Exclusive search, entrusted to just one recruiting agency. | Exclusive search, entrusted to just one recruiting agency. | Exclusive (one agency) or non-exclusive (multiple agencies). |
| Cost Structure | Paid on Retainer | Partial upfront payment, remainder upon placement | Compensation contingent on placement |
| For more details please visit our Services page. | |||
