What is the difference between retained and contingent search ?

Identifying top talent in 2025 has become increasingly complex amid ongoing economic uncertainty, talent shortages in critical functions, and shifting candidate expectations. For Life Sciences companies in particular—where leadership can directly impact scientific milestones, regulatory success, and commercial scalability—selecting the right executive search partner isn't just a hiring decision; it's a strategic imperative.

So, what's the difference between contingent and retained executive search? And more importantly, which is right for your business?

What Is Contingent Search?

Contingent search is the most widely recognized model. It appeals to companies because there’s little upfront risk: you only pay if a hire is made. There’s no exclusivity requirement, so multiple agencies can compete to fill the role, and the fastest one wins.

Benefits of Contingent Search:

• No upfront cost: You only pay upon successful placement.

• Multiple resources: You can engage several agencies at once.

• Speed-focused: Firms are incentivized to move quickly to be the first to submit candidates.

Downsides of Contingent Search:

• Lack of focus: Recruiters may juggle dozens of searches and provide minimal follow-up.

• Brand dilution: Multiple agencies contacting the same candidates can confuse or repel top talent.

• Lower quality control: Many contingent recruiters are generalists and may lack the industry expertise to properly vet executive candidates.

• Short-term focus: The speed-to-submit dynamic often prioritizes volume over fit, leading to longer time-to-hire or mis-hires.

What Is Retained Search?

Retained executive search is a more strategic, high-touch partnership. Firms are paid in performance-based milestones, typically one-third at project kickoff, one-third upon presentation of a qualified candidate slate, and one-third upon hire.

Benefits of Retained Search:

• Dedicated focus: Retained firms take on fewer searches, ensuring deeper engagement and accountability.

• Specialized expertise: Often led by former industry practitioners or deeply niche recruiters.

• Integrated process: You get market insight, candidate assessments, weekly updates, and pipeline transparency.

• Enhanced brand representation: A single, committed firm becomes a true ambassador of your company and culture.

• Higher-quality outcomes: Stronger vetting, longer guarantees, and more strategic alignment lead to better hires.

Downsides of Retained Search:

• Upfront cost commitment: There is financial investment regardless of outcome.

• Longer initial ramp-up: Due to the thorough process, it may take longer to present the initial slate.

Why Retained Search Is Gaining Traction in Life Sciences

In sectors like pharma, biotech, and medtech—where executive talent directly influences innovation pipelines, clinical operations, and investor confidence—companies are realizing that speed alone doesn't win. Precision, trust, and partnership do.

Retained search isn’t about just filling a role—it’s about shaping leadership that enables strategic growth, team cohesion, and scientific advancement. Especially in organizations focused on building high-trust cultures, the retained model provides the alignment, discretion, and long-term thinking necessary to attract and retain the right leaders.

Final Thoughts

Choosing the right search model comes down to what matters most to your organization: speed and volume, or precision and partnership.

If your goal is to build a culture where trust, leadership integrity, and domain expertise are non-negotiable—retained search is the path forward.

The Bommer Group specializes in retained executive search and leadership coaching for Life Sciences companies committed to building high-trust, high-impact organizations. Let’s connect to explore how we can help you identify and develop the leadership that drives innovation forward.

Contact us at www.thebommergroup.com or schedule a discovery call today.