Retained vs. Contingency Search: What Executives Should Know
Barbachano International, Inc.
Executive search and leadership advisory firm in the Americas since 1992.
“Do we need someone now, or do we need the right person?”
Most leaders don’t say that part out loud, but it drives nearly every hiring decision for key roles. Behind the scenes, HR is weighing costs. Hiring managers are thinking about time. And somewhere along the line, someone will ask whether this should be a retained or contingency search.
It’s a fair question. But the better question is: What’s the cost of getting it wrong?
Not Every Role Deserves the Same Search
A mid-sized company recently came to us in a bind. They needed a new bilingual VP of Operations, someone bicultural with deep knowledge of supply chains, and a leadership style that could motivate and get the most from their cross-border team.
They weren’t sure which model to use. Contingency felt faster. Retained felt heavier. What they didn’t realize was that this wasn’t just about filling a job. It was about choosing someone who would influence the next five years of growth, retention, and internal culture.
In the end, it wasn’t about the search model. It was about the role’s strategic weight. That changed everything.
What the Candidate Sees (and Feels)
Most companies focus entirely on their own perspective in a search, but top candidates have one too. In contingency searches, outreach can feel rushed or unclear. Executives may get the sense that they’re one of many, not one of a few. In some cases, they never hear back at all.
Retained searches tend to be more intentional. There’s usually a structured interview process, thoughtful communication, and confidentiality from the start. For candidates who are already successful and not actively looking, this matters. The experience itself signals how seriously the company is taking the opportunity and the person.
And that can make the difference between a passive candidate taking the call or not.
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Barbachano International is the premier executive search and leadership advisory firm in the Americas (USA, Mexico, Canada, and Latin America), focusing on diversity and multicultural target markets. Outplacement, Onboarding and Executive Coaching services are provided by our sister allied company Challenger Gray & Christmas. Forbes has recognized BIP as America’s Best Executive Search Firms for 9 consecutive years and currently ranks #8 and #3 on the West Coast.