Three Ways to Run a Search—Depending on Urgency and Risk
Some roles need a focused, exclusive search. Others need flexible help to tighten the process and get better candidates in the funnel. Here’s how I structure client engagements—with clear expectations and weekly communication.
Note: Pricing is shared in the agreement—it’s not displayed publicly.
Search Models
I’ll recommend the best option after a quick intake call. In general: hourly is the most flexible and typically the least expensive, retained is a dedicated partnership for critical roles, and contingency is the most expensive because the risk sits with the search firm.
Hourly Model
Best when you want flexible recruiting support without committing to a full search fee.
- Great for tightening the process and improving candidate flow
- Works well when you already have applicants but need help screening
- Ideal for short sprints (outreach, sourcing, interview coordination)
- You control pace and scope—we can scale up/down week to week
Retained Search
Best for highly specialized, confidential, or critical leadership roles where you want one firm fully accountable.
- Exclusive partnership for an agreed period
- Proactive outreach to passive candidates (already employed)
- Prioritized focus on quality over volume
- Typically a longer timeline than applicant-driven recruiting
Contingency Search
Best when you want a non-exclusive approach and speed matters—often for individual contributor to mid-level roles.
- Non-exclusive: you may work with multiple firms at once
- Faster, resume-forward submissions are common
- Candidates may be marketed to multiple clients
- Highest cost because the firm takes on the most risk
Not sure which model fits? Send a note with the role title, location, and what’s been hardest so far—I’ll recommend the best structure.
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The Process
A good search isn’t magic—it’s a repeatable process with fast feedback. Here’s what working together typically looks like.
1) Agreement
We confirm the search model, scope, and expectations in writing—so everyone is aligned from day one.
2) Kickoff Meeting
We review the role, must-haves vs nice-to-haves, compensation range, interview steps, and what “good” looks like in the first 6–12 months.
3) Search Plan
I build a target list, outreach message, and screening plan—then start sourcing and initial conversations.
4) Candidate Submittals
You receive a clear candidate summary (not just a resume). We review fit, concerns, and recommended next steps.
5) Weekly Check-ins
We meet weekly to review pipeline, feedback, and adjustments. This is where searches speed up—or stall—based on responsiveness.
6) Interviews & Offers
I coordinate scheduling, prep candidates, and keep momentum. When you’re ready to offer, I help manage communication through acceptance and start.
Best results come from: Fast feedback (24–48 hours), a clear interview plan, and one decision maker who can keep things moving.
Ready to start? Use the contact form and include the role title, location, and how long it’s been open.