Retained vs. Contingent Legal Recruiters: Which Model Works Best?
Looking to hire legal talent but unsure about which recruiting model to choose? Let's break down the key differences between retained and contingent legal recruiters to help you make an informed decision.
What Are Retained Legal Recruiters?
Retained recruiters work exclusively with your firm through a formal agreement. You pay an upfront fee to begin the search, followed by additional payments at specific milestones. These recruiters typically handle senior-level positions and partner placements.
Advantages of Retained Recruiters
Dedicated focus on your search
Access to passive candidates
In-depth candidate screening
Regular progress updates
Higher completion rates
Drawbacks of Retained Search
Higher upfront costs
Less flexibility to change course
Longer time commitment
May not suit all hiring needs
Understanding Contingent Recruiters
Contingent recruiters only get paid when they successfully place a candidate. They often work with multiple clients simultaneously and compete with other recruiting firms on the same positions.
Benefits of Contingent Recruitment
No upfront fees
Pay only for results
Multiple firms working on your search
Faster candidate submissions
More flexibility to change direction
Limitations of Contingent Search
Less dedicated attention
Focus on active job seekers
Variable candidate quality
Limited communication
Higher candidate fall-off rate
Making the Right Choice
Choose Retained When:
Hiring for senior positions or partner roles
Need confidentiality in your search
Want in-depth market analysis
Require regular progress updates
Seeking passive candidates
Choose Contingent When:
Hiring for associate positions
Working with limited budget
Need quick candidate submissions
Want to test multiple recruiters
Have internal recruiting resources
The Hybrid Approach
Some firms use a hybrid model that combines elements of both approaches. This might include a smaller upfront fee with the remainder paid upon placement. This model can offer a middle ground between commitment and flexibility.
Cost Considerations
Retained searches typically cost 25-35% of the candidate's first-year compensation. Contingent fees usually range from 20-25%. But remember: the true cost includes your time investment and the risk of a failed search.
Questions to Ask Before Choosing
What level of position are you filling?
How urgent is your hiring need?
What's your budget structure?
Do you need market intelligence?
How important is confidentiality?
Working With Your Chosen Recruiter
After selecting your model, set clear expectations about communication, timelines, and processes. Professional etiquette and strong communication will help you build a productive relationship with your recruiter.
Best Practices for Success
Document your requirements clearly
Establish communication protocols
Set realistic timelines
Provide timely feedback
Build a long-term relationship
The choice between retained and contingent recruiters depends on your specific needs, timeline, and resources. Both models can work well when matched to the right situation. Consider your priorities carefully and choose the approach that aligns with your hiring goals.
For more insights on legal recruitment, check out our articles on recruitment best practices and talent acquisition strategies.
