Executive Search vs Contingent Recruitment: Which is right for Senior Hires?
Hiring a senior leader is one of the most critical decisions an organisation can make. At this level, making a mistake with a senior hire comes at both a high financial and cultural cost to the organisation. The key to hiring well is to invest time in ensuring the right chemistry and culture fit.
Two common approaches used by HR and talent teams when filling roles are executive search and contingent recruitment. While both aim to attract strong candidates, they differ significantly in method, depth, and suitability for senior hires.
Executive search, often known as retained search, is a highly targeted, research-driven process. It involves deep market analysis, direct outreach to leaders, rigorous assessments, and advisory support. Organisations typically pay in three stages: authorisation to proceed, delivery of a shortlist, and acceptance of an offer.
This approach is ideal for senior hires at Head, Director, and Chief (C-suite) levels because it prioritises quality over speed. However, Suzie Walker Executive Search still reaches the shortlist stage in 28 days, with a 100% success rate. Executive search also offers confidentiality and ensures thorough chemistry, culture and technical assessments. Executive search consultants act as advisors, helping refine role requirements, benchmark compensation, and provide insights into talent availability.
In contrast, contingent recruitment focuses on speed and volume due to its ‘no hire, no fee’ model. These firms rely heavily on existing networks and active candidates, which can result in missing high-value passive talent. For mid-level or high-volume hiring, this model can work well. However, for senior marketing and digital leadership roles, where strong leaders are often already employed, and therefore passive in their job search, this approach lacks the strategic reach required.
Ultimately, the right method depends on the stakes, complexity, and confidentiality of the role. Most organisations opt for a retained executive search model when making board-level or senior leadership hires. In these cases, marketing insight, precision, and a robust assessment process are essential.
To find out how we can support you with senior marketing and digital hires, connect with a Consultant.
Suzie Walker Executive Search is a specialist headhunting firm dedicated to finding exceptional interim and permanent senior marketing, digital, and technology leaders for both B2C and B2B organisations. We partner with FTSE 350 and private equity–backed companies, recruiting for roles at Head, Director and Chief (C-suite) level.
If you’re ready to make your next move, we regularly post new opportunities on our LinkedIn company page. If you apply for a role on the platform, it requires a 1st connection for us to respond, so please make sure to connect with Suzie Walker. Our company page is also frequently updated with the latest hiring news, expert interviews, and candidate guidance, so well worth following.
